Total Headcount: Compensation – Total number of workers devoted to the compensation office. Last but least, we will point you in the right direction for goal setting and objectives for Executive and Personal Assistants. Carefully reviews and checks the accuracy of information in work reports (e.g., production, sales, financial performance) provided by management, management information systems, or other individuals. A healthy work-life balance promotes employee engagement. Takes charge of a group when it is necessary to facilitate change, overcome an impasse, face issues, or ensure that decisions are made. Improve job satisfaction – The job satisfaction KPI measures how happy and engaged employees are with their job roles at any given point in time. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Now customize the name of a clipboard to store your clips. Establishing HR KPI’s is essential in order to achieve the best return from a company’s human capital, as well as in order to meet the key objectives of the HR department. It is one of the most common ways to measure employee productivity as an average. The recruiting and hiring office invites, evaluates, and chooses candidates for available jobs within the firm. Total Headcount: College/MBA Recruiting – Total number of workers in the firm’s college/MBA recruiting office by degree. ProjectManagement com Key Performance Indicators. Competencies dealing with business in entrepreneurial orientation. Capacity to establish, promote, or encourage the introduction of advanced techniques, products, strategies, or machineries. Takes independent action to change the direction of events. Competencies dealing with business in decisiveness. Training & Development Expense per Employee – The yearly expenditure on training for each enterprise-wide staff member. Aug 22, 2017. Covered Employee Population – The percentage of workers who are qualified for health insurance coverage under the firm’s benefits policy compared to the total number of employees employed by the company. You should meet … Payroll Expense per Employee – Total dollar expenses in providing payroll during the past year divided by the total number of workers at the end of that year. Finds creative ways to make people’s work rewarding. Presents several different arguments in support of a position. Finds non-threatening ways to approach others about sensitive issues. Business Pool to Individual Compensation Cycle Time – Average number of days from the point the business group remuneration pool is determined until individual compensation selections are made. Notices and seizes profitable business opportunities. Stays informed about employees’ progress and performance through both formal methods (e.g., status reports) and informal methods (e.g., management by walking around). Number of Grades (Bands) – Ranks or groups into which positions of the same valuation are classified for compensation objectives (in a point factor systems the ranks are usually determined as grades; in a broadbanding system the ranks are usually determined as bands – grades within bands specify career or occupational grades). The 4 KPIs Every Manager Has To Use LinkedIn. Recruiting and Hiring. Makes others feel comfortable by responding in ways that convey interest in what they have to say. Acts to align own unit’s goals with the strategic direction of the business. Clipping is a handy way to collect important slides you want to go back to later. University SHRA Annual Performance Appraisal Form Rev. Develops analogies or metaphors to explain a situation. Seeks out knowledgeable people to obtain information or clarify a problem. Total Headcount: Generalist – Total number of HR generalists, both in main and business groups’ HR divisions at the end of the preceding year. Knows when to escalate critical issues to own or others’ management, if own efforts to enlist support have not succeeded. Carefully prepares for meetings and presentations. The JDs/KPI’s are expected to equip FBR to track the employees’ performance against the stated job requirements and measurable outcomes tied to specific tasks. HR Administration Expense as a Percentage of Total HR Expense – Percentage of total HR management-related costs compared to the overall HR Department expenditure. This reduction could be applied to recruitment cost, for example. Shares ideas and information with others who might find them useful. Self-management competencies personal credibility, Self-management competencies stress management. Customer - Price Accommodation and Food Services Administrative and Support; Waste … Capacity to search and grab business opportunities; eagerness to take well-considered risks to accomplish business objectives. Sales KPIs are measurable values used by Sales Teams to track and determine their progress on specific sales business objectives. kpi of hr assistant and HR applications. Read more about each financial KPI. Work/life balance KPI • Number of active flexible work agreements • Number of active working from home agreements • Number of active job sharing agreements 4. please visit: kpi123.com/list-of-kpi-samples Prepares a personal development plan with specific goals and a timeline for their accomplishment. Conveys a command of the relevant facts and information. Gives people assignments that will help develop their abilities. Identifies a set of features, parameters, or considerations to take into account, in analyzing a situation or making a decision. Competencies dealing with people in empowering others. Ensures that all team members are treated fairly. Seeks opportunities to work on teams as a means to develop experience and knowledge. Structures situations (e.g., the setting, persons present, sequence of events) to create a desired impact and to maximize the chances of a favorable outcome. 1. Total Employees per Policy & Benefits Employee Headcount Ratio – Total number of staff members at the end of the preceding year divided by the total number of compensation employees at the culmination of that year. HR Planning & Analysis Expense per Employee – Total dollar expense in offering HR planning and auditing during the preceding year divided  by the total number of workers at the culmination of that ear. These free templates will help you stay on track throughout the year. Capacity to evaluate the institution’s competitive position by analyzing the market and industry trends, current and prospective customers, and strengths and weaknesses in contrast with the competitors. Capacity to convey oneself coherently in discussions and interactions with others. Quickly identifies the central or underlying issues in a complex situation. HR Management Levels – Number of executive levels in HR from office head to the lowest executive level. Provides assistance to others when they need it. Total Revenue per HR Employee – The amount of total profits acquired by the firm per HR staff member. Ensures that others involved in a project or effort are kept informed about developments and plans. Understanding Key Performance Indicators Or KPI. Market Survey Data Processing Cycle Time – Average number of days needed to deal with market survey information from the time data is accepted until the time data is compiled, evaluated, and published. The employee engagement objectives (KPIs) are designed to track and measure how happy and engaged your employees are. Promotes cooperation with other work units. Turnover Rate – The percentage of posts within the firm that were vacated over one single year. You can change your ad preferences anytime. Expresses confidence in the ability of others to be successful. Identify Key Result Areas for the Construction technician. The training and development office aims to boost the firm’s performance by teaching and constantly developing employee skills. Capacity to exhibit inclination to delight external and internal clients. HR Generalist Expense per Employee – Total dollar expenses in offering HR generalist services during the past year divided by the total number of workers at the end of that year. Appraisal Cycle Time – Average number of days needed from the beginning of a performance evaluation up to the time the new level of remuneration takes effect. Anticipates the consequences of situations and plans accordingly. Tracking this metric is vital because it indicates how long employees will remain with the organization. Number of Requisitions Filled: Managers – The total number of managerial level job postings occupied in a specified term. Jan 11, 2018. Improve engagement surveys – The engagement survey measures the extent to which employees feel valued at your company. Capacity to make sure that information is relayed to others who should be notified. Project management guide on CheckyKey.com. A guided rollout is included with all our plans. Identify methods to measure the results of each KRA, task, procedure. The KPI module, on its hand, offers executives and other decision makers at-a-glance access to the key business metrics they need to help them reasonably quickly assess the health of an organization and take action when conditions change. HR Expense per Firm-Wide Employee – Total HR Department expenditure incurred by the firm divided by the total number of enterprise-wide FTEs. Quickly and effectively solves customer problems. 72. Presents arguments that address others’ most important concerns and issues and looks for win-win solutions. • 1125 performance review phrases KPIs For Accounting Department Amp Finance Department. Questions others to assess their confidence in solving a problem or tackling a situation. Competencies dealing with people in establishing focus. About 50% of all employees leave a company because of poor management. 7. Percentage of Premium Covered (Employee and Dependents) – The percentage of health insurance benefits that are paid for by the firm for plans that protect the employee and his/her dependents. Enlists his/her manager’s support in obtaining the information, resources, and training needed to accomplish his/her work effectively. Annual Salary Increase – The percent rise in yearly salary for every staff member working within a specific job post, office or department. They enjoy their work and are committed to working together to achieve the company’s goals. Human Resource KPIs include the identification of an organization’s staffing needs, succession planning, the implementation of successful recruitment strategies, employee retention strategies, the management of the KPI process within the organization, management and implementation of employee training and development roadmaps, the handling of employee remuneration packages upon employment, and the fostering of organizational innovation and business initiatives. Total Expense: Compensation per Firm-Wide Employee – Total dollar expenditures in offering compensation services during the preceding year divided by the total number of workers at the culmination of that year. Time to Fill – The average number of days needed for the HR office to fulfill one available position within the firm. Develops other indirect strategies to influence others. Key performance indicators OSHwiki. An easier, effective method of 360-degree feedback collection from peers, upward, downward and customers too. Related: HR Generalist, HR Coordinator, HR Admin, HR Manager. Activity Breakdown: HR Generalist – The average percentage of HR generalist time directed to these tasks: handling workplace disputes, HR counseling, policy information. Is willing to speak up to the right person or group at the right time, when he/she disagrees with a decision or strategy. Candidate Notification Cycle Time – Percentage of staff members who abandon the company after the initial year divided by the total number of staff members within that year. Looks like you’ve clipped this slide to already. Anticipates problems and recommends a range of solutions to the director – Not only must executive assistants keep their bosses on-schedule; they must also be able to anticipate challenges that might occur and recommend a range of solutions to solve the stated problems. HR Compensation Administration Expense per Firm-Wide Employee – Total expenditure related to employee compensation administration divided by the total number of firm-wide FTEs. Competencies dealing with business in analytical thinking. HR Headcount Ratio – The number of enterprise-wide, FTEs divided by the overall number of HR office FTEs. It measures how resilient employees are. Probes skillfully to get at the facts, when others are reluctant to provide full, detailed information. Supports employees in their efforts to achieve job goals (e.g., by providing resources, removing obstacles, acting as a buffer). Improve the productivity rate of employees – The productivity rate of employees KPI is designed to evaluate the productivity of an organization over time. Identify tasks list. The entire organization needs to save money, including HR. This KPI gauges staffing levels within the HR office. Develops and uses systems to organize and keep track of information or work progress. Respects the confidentiality of information or concerns shared by others. Listens attentively to people’s ideas and concerns. Uses an appropriate business writing style. HR … Goals are designed to stretch and stimulate employees. Work Ethic – Please rate employee’s work ethic and ability to achieve stated goals and objectives. Facilitates groups or teams through the problem-solving and creative-thinking processes leading to the development and implementation of new approaches, systems, structures, and methods. HR Training Expense as a Percentage Total HR Expense – Total percentage of expenditure associated with employee training and advancement compared to the total HR division expenditure. 5. Gives honest and constructive feedback to other team members. Offers support for others’ ideas and proposals. They identify job openings, create job descriptions, develop an effective hiring program, evaluate applicants and hire the right talent. Related: Employee & Labor Relations Specialist, HR Representative, Employee Relations Manager. The HR assistant helps with the implementation of services, policies, and programs aimed at maintaining a safe, positive environment in a company, as well as the recruitment and ongoing development of a superior workforce. This KPI measures the executive assistant’s ability to develop effective training programs. And it is calculated by dividing total revenue by the total number of employees for the pre-defined period. Consequently, it is vital to keep track of the supervisor satisfaction metric to ensure that employees remain engaged with their job roles. Note: We’re not suggesting nor advocating for you to begin measuring all of these KPIs. A low value can indicate poor employee engagement levels. However, many HR assistants have fundamental knowledge of employee and employer rights and responsibilities. Using the examples developed in the previous section, here are a few corresponding KPIs that an HR manager could use in an operational dashboard to monitor progress. Adding real-time tracking adds value to the KPI measurement and prevents any long-term negative trends from interfering with organizational success. There are 75 active employee files and the administrative assistant needs to make sure each of those files has a completed I-9 form. Capacity to recognize, understand, and foresee others’ impressions and sentiments, and to tactfully inform others about this knowledge. Summarizes or paraphrases his/her understanding of what others have said to verify understanding and prevent miscommunication. A successful company is one that has established an open and accepting work environment. HR Recruiting & Hiring Expense as a Percentage of Total HR Expense – Total HR Recruiting & Hiring related expense divided by total HR Team expense, as a percentage. Clarifies expectations about what will be done and how. Percentage of Positions Filled Internally – The total percentage of jobs occupied by candidates already employed by the company compared to the total number of new hires over a specific term. Checks the accuracy of own and others’ work. Turnover Rate: Involuntary – The total percentage of forced separations over a specific term compared to the total number of  company-wide staff members. Personally develops a new product or service. Total Expense: Training and Development Expense – Total amount of training and development expenditure for the past year, involving all charge backs to the company. • Top 28 performance appraisal forms We’ve assembled a collection of sample Key Performance Indicators for you to use as a starting point when building scorecards. Talks to customers (internal or external) to find out what they want and how satisfied they are with what they are getting. Attitude – Employee smiles while in the workplace. 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