What business data does the human resources department include?

What does the business data of the Human Resources Department include?

Per capita labor efficiency is an indicator that measures the effectiveness of an enterprise's human resources. It can be assessed through indicators such as per capita sales revenue or the added value of labor costs per hundred yuan. This reflects the achievements of the human resources department in improving human resource efficiency, such as efforts in staff reduction and skills training.

2. The degree of completion of the recruitment plan can be evaluated through indicators such as the completion rate of the recruitment plan, the number of recruits or the recruitment of specific positions. In order to improve recruitment efficiency, it is best to set a reasonable recruitment cycle based on different groups of people. Completing the recruitment task within this cycle will be regarded as achievement.

3. Training and training can be measured by evaluating per capita training hours, training plan achievement rate, training satisfaction, and core team training plan achievement and other indicators. This kind of assessment not only focuses on whether training is carried out, but also focuses on the effectiveness of training.

4. Personnel retention: Personnel retention can be evaluated through indicators such as the retention rate of key positions and the employee turnover rate. 5. Performance pay: Performance pay work is usually routine work. Unless the company wants to restructure the pay system or implement a performance system, performance pay only needs to be evaluated from the perspective of error rate, complaint rate, etc.

To optimize employee relations, you can guide the human resources department to improve labor relations by assessing the number of labor disputes or handling indicators.

Recruiter Work Summary

Recruitment completion rate analysis is one of the important indicators to measure recruitment effectiveness. The calculation formula is "Number of hires/Number of planned hires". Through statistical and comparative analysis of recruitment completion rates (year-on-year and month-on-month), gaps can be identified and the number of outstanding people and positions identified. Next, a detailed analysis of the reasons for non-completion is required in order to formulate corresponding countermeasures and solutions. This can improve recruitment efficiency and ensure the smooth completion of recruitment plans.

2. Average recruitment time analysis is an important indicator to measure recruitment efficiency. The average time to hire for each position can be calculated by summarizing the time from posting a recruitment request to final hiring for each position and dividing it by the number of people who have been hired. Comparing the time to hire for each position with the average time to hire, you can clearly see which positions are easy to fill and which positions are difficult to fill. In addition, by comparing it with the set target recruitment time, you can further analyze which positions were completed on time and which positions were delayed (and dig deeper into the reasons for the delay). At the same time, combined with historical data, this reference can also easily formulate the target recruitment time for each position next year, and is also of guiding significance in determining and grasping needs.

3. Relevance analysis of the number of recruits: Statistical analysis of how many people were recruited and hired in total in the year, and how many resumes were collected or read by these people recruited and hired? How many people have been notified for interviews? How many people come for interviews? How many people have passed the interview? By comparing each data layer by layer, we can get the ratio of the number of resumes collected to the number of people notified for interviews (a quality indicator for collecting or screening resumes), the ratio of interviews received to those notified for interviews (a quality indicator for phone interviews), and the number of qualified people The ratio of the number of people who have been interviewed (a further measure of the quality of resumes and interviews), the ratio of the number of qualified people to the number of people who have been hired (analysis of the reasons for not reporting or being hired). At the same time, this correlation analysis of recruitment numbers can be cross-analysed with recruitment channels, subdivisions of different departments, and different positions to compare the effectiveness of recruitment channels and the characteristics of resumes or job interviews in different departments or positions, and find out the gaps and improve them. .

4. Recruitment cost control analysis: What is the total direct recruitment cost or expense used for recruitment activities this year? Did it go over budget? What is the average recruitment cost per unit of hires? (Is it more or less than in previous years)? What is the proportion of recruitment costs for each recruitment channel such as on-site/online/headhunting/internal recommendation/campus recruitment? It can be concluded which channels are the most economical or most expensive to recruit through, and which positions are most economical or most expensive to recruit, in order to analyze and guide the effective management and control of recruitment expenses and maximize the value of cost expenditures.

5. Analysis of the contribution rate of recruitment channels: Comparing the effective and suitable resumes provided by each recruitment channel, and the comparison of the number of hires from each recruitment channel to the total number of hires, we can see the contribution rate of recruitment channels to recruitment. Combined with the segmentation and comparative analysis of positions, we can see which recruitment channels are more effective for which positions. This has good guiding significance for selecting recruitment channels and designing channel combinations.

6. Analysis of new employees’ probation period and regular qualification rate: There is no doubt that this indicator is a more effective measure of the quality (fitness) of new employees recruited. If the turnover rate of recruited employees is too high during the probation period, you really need to review your talent recognition skills.

7. Business contribution analysis of new employees: This is usually applied to the statistical analysis of new employees in production or sales. By analyzing their annual business (production/sales) contributions, such as statistical comparative analysis of output and sales, we can Further test and measure the suitability and overall quality and ability level of the new employees hired.

8. Analysis of salary status of recruitment positions: By statistically analyzing the salary information of each position learned during the recruitment interview, the external salary range curve of each position can be obtained, and then compared with the company's salary standards. This can provide the most powerful first-hand information and decision-making reference for salary adjustment and optimization.

9. Inventory analysis of interview skills application: What interview skills have been used this year? How mastery is the recruiting team? Which interview techniques and methods are most suitable for different positions? What interviewing techniques and methods remain to be developed or applied? etc., based on this, you can take inventory, summarize and analyze the application of interview skills.

10. In addition, what work can be done in terms of "expansion, integration and optimization of recruitment channels", "improvement and optimization of recruitment process", "interview skills training for company interviewers", etc.? How's the effect? to conduct summary analysis.

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Summary is not only for displaying results, but more importantly for better improvement. That is, when you feel that there is a problem in some aspect, you find the corresponding indicators and data, conduct statistical analysis and comparison, and you can often discover and sort out the deep-seated essential reasons, and then take corresponding countermeasures. In this way, improvements can be achieved. Being targeted makes it much easier. If you repeat PDCA several times, the recruitment work will get better and better.

How to conduct quantitative indicator assessment on the Human Resources Department

The following are my personal suggestions:

(1) If it is a company assessment department, the following indicators can be considered, set with different weights, and the corresponding scores will be given according to the indicator achievement rate against the scoring standards

1. Personnel needs satisfaction rate - completion rate of external recruitment plan, internal selection and arrival rate

2. Key position reserve rate - the reserve situation of key business positions and management positions

3. Labor cost control rate - according to the budget, labor costs such as wages, bonuses, welfare subsidies, etc. cannot exceed the standard

4. Employee turnover control rate - the turnover rate must be controlled within a certain range, otherwise there will be no one to do anything

5. Internal service satisfaction - set up a questionnaire to conduct employee surveys. If employees are dissatisfied, the human resources department will have to review it

6. Completion rate of personnel reports - the human resources department will make many reports and data analyzes in a certain period to reflect the current situation of the company's human resources management and provide them to leaders for decision-making. This assessment can specify which reports to be made and what format. When will it come out

7. Performance plan optimization completion rate - the company or other departments always put forward some optimization needs for assessment plans, which must be formulated with quality and quantity

8. Training plan completion rate - is the training plan completed on time and how satisfied are the employees?

9. Completion rate of cultural activities - some companies’ human resources departments are also responsible for cultural construction and management, and have monthly activity plans

10. Salary accounting accuracy rate - wages, bonuses, etc. must be paid on time without errors. You can stipulate a one-day delay in payment, and a number of points will be deducted if an employee complains about an accounting error.

I think 1-5 are more important, consider the overall situation, 6-10 are a little more specific

Other indicators can also be considered, and all departments can be assessed, such as:

1. Department cost control rate - spend reasonable money to do the most things

2. Turnover rate of core personnel in the department - retaining key personnel

3. Internal management of the department - points deductions for violations of rules and disciplines, system implementation, project cooperation...

4. Department safety management - how many points will be deducted for any accident or performance level restrictions, etc.

Of course, the company's assessment department cannot have too many indicators, otherwise there will be no focus. Generally, about 5 will be enough. It depends on what the company emphasizes and what the leaders pay attention to, so some screening needs to be done. If others are also important, you can do special projects. Assessment plan, additional assessment

(2) If it is an employee in each position within the assessment department of the Human Resources Department:

1. The above indicators (you can also add new indicators according to the work content and position) can be decomposed into various positions, and a monthly assessment indicator library can be formed for each position, and the goals can be set, and the scores can be compared with the data at the end of the month;

2. Each position can be required to make a monthly work plan, and the completion status will be evaluated at the end of the month from two aspects: efficiency (time) and effect (quality);

3. You can add some evaluations on attitude, ability, and behavior, and divide them into excellent, medium, and poor levels. Describe the situation and how many points you get for which level.

As for the specific operations, one and two can be implemented individually or in combination, and the above three aspects can also be considered comprehensively

Answers from the heart, original handwriting, one family's opinions, only for reference, sincerely hope it will be helpful!

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