Metrics provide a number of factors that can be measured to show how HR contributes to the business.   Measures such as absence rate, health cost per employee, and HR expense factors show that HR has a sense of the importance of human capital measurement in supporting business objectives.   The following calculators are basic HR and business metrics to help measure your company’s absence rate, cost per hire, the value of your human capital and human capital return on investment.

These calculators are not meant to be an all-inclusive listing of HR or general business metrics, only a listing of most commonly used metrics.   More comprehensive guides, titled How to Measure Human Resource Management, by Jac Fitz-enz and Barbara Davison, and “Investing In People: Financial Impact Of Human Resource Initiatives” are available for purchase at the SHRM Store.”

 

BENEFITS

Benefits Cost FactorThe average cost for all benefits per employee.

Benefits as Percentage of Total CompensationThe total cost of benefits as a percentage of the total cost of compensation.

Benefits as a Percentage of Operating ExpensesEmployee benefit costs as a percentage of operating expenses.

Benefits As a Percentage of RevenueThe cost of employee benefits as a percentage of revenue.

Health Care Costs per EmployeePer capita cost of employee benefits.

Workers' Compensation Cost per EmployeeAnalyze and compare (i.e. year 1 to year 2, etc.) on a regular basis.

Workers' Compensation Incident rateThe “incident rate” is the number of injuries and/or illnesses per 100 full-time workers.

Workers' Compensation Severity rateThe “severity rate” is the number of days away from work per 100 full-time equivalent employees.

BUSINESS LEADERSHIP

HR Costs Per EmployeeThe cost of HR for each employee based on headcount.

HR Costs Per FTEThe cost of HR per full-time equivalent employee.

HR Employee Cost FactorThe average compensation paid to HR employees.

HR expense PercentHR expenses in relation to the total operating expenses of organization

HR FTE Investment RateThe dollars spent on HR functions per full-time equivalent employee

HR FTE RatioThe number of full-time equivalent employees per individual HR full-time equivalent employee

HR HeadcountThe number of employees per individual HR employee

HR Headcount InvestmentThe dollars spent on HR per headcount employee

HR Outsourcing PercentThe outsourcing expenses as a percentage of total HR expenses

HR Total Employee Cost FactorThe cost of HR for each employee based on headcount

Income FactorThe dollars of profit generated per full-time equivalent employee.

Labor Cost Expense PercentThe labor cost as a percentage of total expenses.

Labor Costs Per FTEThe average labor cost per full-time equivalent employee.

Labor Cost Revenue PercentThe total labor costs as a percentage of revenue.

Outsourcing ExpensesThe costs associated with outsourcing as a percentage of total operating costs

Profit Per FTEThe number of pre-tax dollars of revenue generated per full-time equivalent employee.

Revenue FactorBenchmark to indicate effectiveness of company and to show employees as capital rather than as an expense

Revenue Per FTEThe number of dollars or revenue generated per full-time equivalent employee

COMPENSATION

Average Compensation Paid to Each FTEThe average compensation paid to each full-time equivalent employee

Average Compensation Paid to Executive Level EmployeesThe average compensation paid to executive level employees

Average Compensation Paid to Management Level EmployeesThe average compensation paid to management level employees

Average Total Compensation Paid to FTE'sThe average compensation and benefit costs per full-time equivalent employee excluding management and executive level employees

Average Total Compensation Paid to Regular FTE and Contingent EmployeesThe average compensation and benefit costs per regular full-time equivalent and contingent employees excluding management and executive level employees

Compensation Costs As a Percentage of Operating ExpensesEmployee compensation costs as a percentage of operating expenses

Compensation As a Percentage of RevenueEmployee compensation costs as a percentage of revenue

Executive Compensation As a Percentage of Compensation CostsThe cost of executive compensation as a percentage of all compensation costs

Manager Compensation As a Percentage of Compensation CostsThe cost of management level employee compensation as a percentage of all compensation costs

Merit Increase ProrationThe basic steps to calculating an employees’ pay increase appropriate to the period of time worked

Overtime for Multiple Rates of PayCalculating the regular rate of pay for overtime purposes when employee works multiple jobs with different rates of pay

Overtime Per IndividualThe average number of overtime hours worked by each individual contributor based on headcount

Regular Rate of Pay CalculationCalculating regular rate for overtime pay when employee is paid on piece-rate, salary, commission, or other-than-hourly basis (production bonuses are included in calculating regular rate also)

Total Compensation Costs As a Percentage of Operating ExpensesEmployee compensation and benefit costs as a percentage of operating expenses

Total Compensation Costs As a Percentage of Revenue Employee compensation and benefit costs as a percentage of revenue

Total Contingent Employee Compensation As a Percentage of Compensation CostsTotal costs of compensation for contingent employees as a percentage of compensation costs

Variable Compensation Costs As a Percentage of Compensation CostsThe costs of variable compensation as a percentage of compensation costs

CONSULTANTS

HR Consulting PercentThe percentage of HR expenses that are used for HR consulting services

DIVERSITY

Average Employee AgeThe average age of an organization’s total employee population

Diversity Hire RatioThe percentage of individuals hired externally who self-identified as a member of a diversity category (i.e. Disabled, minority, etc.)

Diversity PercentageThe number of employees who self-identified in a diversity category as a percentage of total headcount

Percentage Diversity At Executive LevelThe number of executive level employees who self-identified as belonging to a diversity category (i.e. Disabled, minority, etc.)

Percentage Diversity At Management LevelThe number of management level employees who self-identified as belonging to a diversity category (i.e. Disabled, minority, etc.)

Total Females As a Percentage of HeadcountThe number of executives who are female as a percentage of headcount

Percentage Females At Executive LevelThe number of employees who are female as a percentage of headcount

Total Females at Management LevelThe number of management employees who are female as a percentage of headcount

EMPLOYEE RELATIONS

Absenteeism CostsMeasures costs associated with absenteeism

Absenteeism RateMeasures absenteeism

First Year Resignation RateThe percentage of employees who resigned within the first year of employment

Involuntary Terminations As a Percentage of HeadcountThe number of involuntary terminations as a percentage of headcount

Promotion RateThe number of employees promoted as a percentage of headcount

Resignation RateTotal number of employees who resigned as a percentage of headcount

Separation RateThe total number of voluntary and involuntary terminations as a percentage of headcount

Voluntary Resignations As a Percentage of HeadcountThe number of voluntary terminations as a percentage of headcount

ETHICS & SUSTAINABILITY

(...coming soon) 

GLOBAL HR

(...coming soon) 

LABOR RELATIONS

Union PercentageThe number of employees belonging to a union as a percentage of headcount

ORGANIZATIONAL & EMPLOYEE DEVELOPMENT

Career Path RatioThe number of employees moving upward in the organization as a percentage of all employee movement

Human Capital ROIReturn on investment ratio for employees.

Human Capital Value AddedValue of workforce's knowledge, skill, and performance.

Management Costs Per FTEThe dollars spent on Managers per full-time equivalent employee

Management RatioThe number of employees to each manager

Management Span of ControlThe average number of employees per manager/executive

Percentage of Employees TrainedThe number of employees receiving training as a percentage of total employee headcount

Training Costs As a Percentage of CompensationTraining costs as a percentage of compensation costs

Training Costs As a Percentage of HR ExpensesTraining costs as a percentage of HR expenses

Training Costs As a Percentage of RevenueThe total costs of training & development as a percentage of the total revenue

Training Costs Per FTEThe dollar amount spent on training per full-time equivalent employee

Training Costs As a Percentage of Operating ExpensesThe internal and external training costs as a percentage of operating expenses

Training Costs Per Trained EmployeeThe dollars spent on training for each employee who received training

Training Investment FactorTraining cost per employee.

Training (ROI)The total financial gain/benefit an organization realizes from a particular training program, less the total direct and indirect costs incurred to develop, produce, and deliver the training program

Training Staff RatioThe number of full-time equivalent employees for each full-time equivalent employee working in training & development

Training Costs Per HourThe dollars spent on training per employee per hour of training provided

Training Hours Per EmployeeThe number of hours spent on training & development per employee

SAFETY & SECURITY

(...coming soon) 

STAFFING MANAGEMENT

90 Day Involuntary Turnover RateThe percentage of involuntary terminations within the first 90 days of employment

90 Day Turnover RateThe percentage of new employees leaving the company within the first 90 days of employment

90 Day Voluntary Turnover RateThe percentage of voluntary terminations the first 90 days of employment

Average Length of ServiceThe average length of employee service based on headcount

Average Retirement AgeThe average retirement age of employees who have retired

Average Sign-On BonusThe average sign-on bonus dollar amount for each new hire who received a sign-on bonus

ChurnoverThe rate of internal movement by employees as a percentage of total headcount

Contingent Employees As a Percentage of HeadcountTotal of non-permanent employees as a percentage of total headcount

Diversity Hire RatioThe percentage of employees externally hired who self-identified as coming from a diversity group

External Hire RatePeople hired externally as a percentage of headcount

Female Hire RatioThe percentage of externally hired employees who are female

First Year Involuntary Turnover RateThe number of employees with less than one year of service who left the organization involuntarily as a percentage of headcount

First Year Turnover RateThe number of employees with less than one year of service who left the organization voluntarily or involuntarily as a percentage of headcount

First Year Voluntary Turnover RateThe number of employees with less than one year of service who left the organization voluntarily as a percentage of headcount

Involuntary Turnover RateNumber of employees who voluntarily left the organization as a percentage of headcount

Internal Hires As a Percent of HeadcountPeople hired internally as a percentage of total headcount

Offer Acceptance Rate ExternalThe number of external offers accepted as a percentage of all new hire offers extended

Offer Acceptance Rate InternalThe number of internal offers accepted as a percentage of all new hire offers extended

Percentage Part-Time EmployeesThe number of permanent part-time employees as a percentage of headcount

Percentage of Temporary EmployeesThe number of non-permanent employees as a percentage of headcount

Retirement RateThe total number of retirements as a percentage of headcount

Sign-on Bonus PercentageThe number of new hires receiving a sign-on bonus as a percentage of total new hires

Succession Planning RateThe percentage of Executive level positions for which there is a succession candidate

Time to fill - ExternalNumber of days from which job requisition was approved to new hire start date

Time to fill - InternalThe number of calendar days from requisition date to offer acceptance per new internal hire

Time to start - ExternalThe number of calendar days from the date of a requisition to the employees start date per newly hired external employee

Time to start - InternalThe number of calendar days from the date of a requisition to the employees start date per new internal employee

Total Hires As a Percent of HeadcountThe number of external and internal hires as a percentage of total headcount

Total Offers Accepted As a Percent of Offers MadeThe number of offers accepted as a percentage of total offers extended

Turnover CostsThe separation, vacancy, replacement and training costs resulting from employee turnover. This formula can be used to calculate the turnover cost for one position, a class code, a division or the entire organization

Turnover Rate (Monthly)This measures the rate for which employees leave a company

Turnover Rate (Annual)This measures the rate for which employees leave a company

Vacancy CostsThe cost for having work completed that would have been performed by the former employee or employees less the wages and benefits that would have been paid to the vacant position(s). This formula may be used to calculate the vacancy cost for one position, a group, a division or the entire organization

Vacancy RateMeasures the organizations vacancy rates resulting from employee turnover. This formula can be used to calculate the vacancy rate for one position, a class code, a division or the entire organization

Voluntary Turnover CostsThe average cost to replace each employee who left the organization voluntarily

Voluntary Turnover RateNumber of employees who voluntarily left the organization as a percentage of headcount

Yield RatioA comparison of the number of applicants at one stage of the recruiting process to the number at the next stage. (Note: Success ratio is the proportion of selected applicants who are later judged as being successful on-the-job.)

TECHNOLOGY

(...coming soon)