收藏:100+HR关键指标(Top 100+ HR Metrics)
人力资源的数字化和数据驱动管理,已成为企业在新商业环境中制胜的关键。根据最新的调查显示,超过80%的企业领导者表示,在过去几年充满挑战的环境中,如果没有HR科技工具和数据分析的有力支持,他们的企业很难实现有效运转。
深入理解并有效运用HR指标,可以帮助我们在人才招聘、员工保留、敬业度提升、继任规划、多元化与包容性建设、培训发展等领域作出更加智慧且精准的决策,为组织创造显著的战略价值。
为此,我们特别整理出“100个HR关键指标(Top 100 HR Metrics)”,全面涵盖指标定义及计算公式,助您精准掌握组织的人才状况,制定切实可行的战略决策。希望这份指标指南,能帮助您及所在组织释放人力资源数据分析的全部潜力,提升HR工作的战略影响力。
无论您是HR新手还是资深从业者,相信本指南都能助您更精准地将数据转化为行动,驱动组织成功。
下面,让我们一起探索这些关键指标,开启数据驱动的人力资源新篇章!
Workforce Metrics(人员结构指标)
Headcount(员工总数)
Headcount Growth(员工增长率)
FTE Growth(全职员工增长率)
Average Age(员工平均年龄)
Aged 60+%(60岁以上员工占比)
Average Years in Position(平均在职年数)
Average Years in Service (Tenure)(平均任职年限)
% Full-Time Employees(全职员工占比)
% Part-Time Employees(兼职员工占比)
% Contingent Workers(合同工占比)
Talent Acquisition Metrics(人才招聘指标)
Number of Hires(招聘人数)
Hire Rate(招聘率)
Failed Hires(失败招聘人数)
Hire Fail Rate(失败招聘率)
Time to Hire(招聘时间)
Time to Fill(职位填补时间)
Time to Start(入职周期)
Recruitment Costs(招聘成本)
Hiring Costs(入职成本)
Cost per Hire(每次招聘成本)
Source Channel Cost(招聘渠道成本)
Average Hire Pay(平均入职薪资)
Average Hire Age(平均入职年龄)
Number of Vacancies(职位空缺数量)
Vacancy Fill Rate(职位填补率)
Retention Metrics(员工保留指标)
Number of Leavers(离职人数)
Overall Turnover Rate(整体离职率)
Voluntary Turnover Rate(主动离职率)
Involuntary Turnover Rate(非自愿离职率)
Retention Rate(员工保留率)
Stability Index(稳定指数)
Average Tenure at Exit(离职员工平均任职时间)
% Regrettable Loss(遗憾流失比例)
Cost to Replace Employees(替代员工成本)
Cost of Turnover(离职成本)
Retention (Flight) Risk Score(离职风险评分)
Impact of Loss Score(员工离职影响评分)
Internal Mobility Metrics(内部流动指标)
Number of Promotions(晋升人数)
Promotion Rate(晋升率)
Time to Promotion(晋升所需平均时间)
Lateral Moves(横向调动数量)
Lateral Move Rate(横向调动率)
Time to Lateral Move(横向调动所需时间)
Demotions(降职数量)
Demotions Rate(降职率)
Time to Demotion(降职所需时间)
Build Rate(内部填补职位比例)
Buy Rate(外部招聘比例)
Performance Metrics(绩效表现指标)
% High Performers(高绩效员工比例)
% Low Performers(低绩效员工比例)
% High Potentials(高潜人才比例)
% Talent(人才比例)
Learning and Development Metrics(培训与发展指标)
Learning Completion Rate(培训完成率)
Total Training Hours(培训总时长)
Total Training Cost(培训总成本)
Cost per Employee for Training(人均培训成本)
Time to Productivity(员工达成生产力的时间)
Skill Gap Percentage(技能差距百分比)
Organizational Structure Metrics(组织结构指标)
Reporting Layers(报告层级数量)
% Managers(经理比例)
Direct Span of Control(直接管理幅度)
Indirect Span of Control(间接管理幅度)
Rewards Metrics(薪酬激励指标)
Total Base Pay(总基本薪酬)
Total Bonus(奖金总额)
Total Fully Loaded Labor Cost(员工完全负担成本)
Average Base Pay (Full-time)(全职员工平均基本薪酬)
Average Base Pay (Part-Time)(兼职员工平均基本薪酬)
Target Bonus(目标奖金)
Actual Bonus(实际奖金)
% Bonus Achieved(奖金达成比例)
Fully Loaded Cost per Employee(每名员工的综合成本)
Relative Salary Position(相对薪资水平)
Compa Ratio(薪酬比率)
Time to Salary Raise(薪资提升所需时间)
Diversity and Inclusion Metrics(多元与包容性指标)
Diverse Employees(多元员工数量)
% Diverse Workforce(多元化员工比例)
% Diverse Managers(多元化经理比例)
% Diverse Leadership Team(多元化领导团队比例)
% Diverse Promotions(多元化晋升比例)
% Diverse Hires(多元化招聘比例)
% Diverse Turnover(多元化员工流失比例)
Inclusion Index(包容指数)
Inclusion Net Promoter Score (iNPS)(包容性净推荐值)
Pay Gap Across Diverse Groups(不同群体间的薪酬差距)
Absenteeism Metrics(缺勤指标)
Absence Rate(缺勤率)
Absence Cost(缺勤成本)
Absence Frequency(缺勤频率)
Absence Duration(缺勤时长)
Bradford Factor(布拉德福德系数)
Succession Management Metrics(继任管理指标)
Coverage Ratio(继任候选人覆盖比例)
Listed Successors(列出继任候选人数)
Available Successors per Position(每职位可用继任者数量)
Succession Readiness(继任准备度)
Employee Engagement Metrics(员工敬业度指标)
Employee Net Promoter Score (eNPS)(员工净推荐值)
Employee Engagement Participation Rate(员工敬业度活动参与率)
其他重要指标(Other HR Metrics)
Average Revenue per Employee(人均创造收入)
Time to Productivity(员工达到生产力的平均时间)
Skill Gap Percentage(技能差距比例)
Total Training Cost per Employee(每位员工培训成本)
Time to Salary Raise(获得薪资提升的时间)
Build Rate(内部培养率)
Buy Rate(外部招聘率)
Number of Listed Successors(被列为继任者的员工数量)
Available Successors per Position(每个职位的可用继任者数量)
Promotion Rate(晋升率)
Demotion Rate(降职率)
Reporting Layers(组织结构报告层级)
Direct Span of Control(管理人员直接管辖人数)
Indirect Span of Control(管理间接范围)
Skill Gap Percentage(技能缺口比例)
Total Training Cost per Employee(每名员工的培训成本)
% Absenteeism(缺勤率)
Average Bonus Percentage(平均奖金比例)
Training Cost per Employee(每名员工的培训成本)
上述总结涵盖了HR领域最关键的100项指标,提供清晰定义与作用,便于快速查阅与决策参考。
【HR术语】什么是员工授权?(What is employee enablement?)
什么是员工授权?
员工能力提升是指为员工提供有效开展工作和充分发挥潜能所需的工具、资源和知识。
它可以对组织及其绩效和利润产生积极影响。
提高员工能力为何重要?
员工培训之所以重要,是因为它能对企业产生强大的影响。
如果忽视了这一点,员工就无法有效地工作。他们会感到沮丧,更有可能辞职。
但如果加以推广,则会带来许多好处,包括:
提高生产力。当员工拥有工作所需的资源时,他们的工作效率会更高,工作质量也会更高。
增加收入。由于员工参与能提高绩效,因此自然会带来收入的增加。事实上,将员工敬业度与员工能力提升相结合,可使收入增加 4.5 倍。
创新。在促进员工能动性的工作场所,员工被鼓励自己做决定、提出想法并坦诚交流。这将带来有助于公司发展的更大创新。
留住和吸引人才。鼓励员工的公司拥有更高的员工满意度和留任率。此外,它们也更有可能吸引顶尖人才。
如何衡量员工能力?
衡量员工能力的最佳方法之一是使用员工调查。通过定期调查收集反馈意见,可以深入了解企业在提高员工能力方面是否走在正确的轨道上。
您还可以使用生产率、工作质量和保留率等指标来衡量员工能力。
如何提高员工能力?
您可以通过以下方式提高员工能力:
确立明确的期望。向员工明确传达工作期望、目标和目的。这种明确性有助于他们了解自己的角色和职责,从而达到这些期望。
询问员工需要什么。询问员工需要什么才能胜任工作,或者什么能帮助他们更好地完成工作,并提供给他们。
提供培训和发展。通过发展计划、研讨会和辅导,帮助员工提高技能。
鼓励开放式沟通。创建一种鼓励开放式沟通、反馈和协作的文化。这样,员工就会感到自己受到重视,也更乐于分享自己的建议,帮助公司进步。
赋予员工权力。促进员工授权也能提高员工的能力。你可以通过向员工展示你对他们及其能力的信任来做到这一点。让他们有机会承担更大的责任,并有权做出与工作相关的决定。
员工赋能与员工敬业度之间有何区别?
员工敬业度的重点在于创造积极、充实的员工体验,帮助员工在工作中感受到全力以赴的动力。
而员工授权则是为员工提供有效开展工作所需的实用工具和资源。
尽管员工赋能和员工敬业度有所不同,但两者都需要,才能达到最佳效果。
人力资源技术如何帮助提高员工能力?
人力资源技术可以让员工能力提升变得更容易。您可以使用一些工具来提供帮助:
员工激励平台。有些人力资源软件附带有数字化的员工激励工具,如指标分析和培训资源,可帮助您确保员工拥有一切所需的资源,从而发挥出最佳水平。
学习管理系统。使用学习管理系统(LMS),让员工轻松获取培训材料和职业发展资源。这有助于他们提高技能,从而更有效地开展工作。
绩效管理系统。员工能力提升与绩效之间存在密切联系。通过绩效管理系统衡量员工绩效,再结合其他方法,可以很好地评估员工能力。
协作与沟通工具。项目管理平台、即时通讯应用程序和内联网门户网站等工具可让员工轻松实现协同工作、沟通和知识共享,从而更好地开展工作。
员工反馈工具。反馈平台能让员工轻松地告诉你哪些工作进展顺利,哪些工作需要改进,这样你就能清楚地知道该如何改善现状。
制定员工激励战略是让组织发生更好变化的有力方法。通过专注于此,您将提高绩效、员工保留率和利润。通过将其与员工参与战略相结合,您将拥有一个能激发每个人最佳潜能的工作场所。
以下为文章原文:
What is employee enablement?
Employee enablement means empowering employees with the tools, resources, and knowledge they need to do their jobs effectively and reach their full potential.
It can have a positive impact on an organization and its performance—as well as its profits.
Why is employee enablement important?
Employee enablement is important because it can have such a powerful effect on a business.
If it’s ignored, then employees won’t be able to work effectively. They’ll feel frustrated and may be more likely to resign.
But if it’s promoted, then it can bring a number of benefits, including:
Increased productivity. When employees have the resources they need to do their jobs, they’re more productive and deliver higher-quality work.
Boosted revenue. Because employee enablement improves performance, it naturally leads to an increase in revenue. In fact, the combination of employee engagement and enablement results in a 4.5x increase in revenue.
Innovation. In a workplace that promotes employee enablement, employees are encouraged to make their own decisions, contribute their ideas, and communicate openly. This leads to greater innovation that helps the company grow.
Retention and talent attraction. Companies that enable employees have greater employee satisfaction and higher retention rates. Plus, they’re also more likely to attract top talent.
How do you measure employee enablement?
One of the best ways to measure employee enablement is to use employee surveys. Gathering feedback with regular surveys can provide insights as to whether or not your business is on the right track when it comes to employee enablement.
You can also use metrics like productivity, work quality, and retention rates as indicators for employee enablement.
How do you improve employee enablement?
You can improve employee enablement by:
Establishing clear expectations. Clearly communicate job expectations, goals, and objectives to employees. This clarity helps them understand their roles and responsibilities, so they can meet those expectations.
Asking what employees need. Ask what employees need to be able to do their jobs, or what could help them perform better—and provide it to them.
Providing training and development. Help employees grow their skills through development programs, workshops, and coaching.
Encouraging open communication. Create a culture that encourages open communication, feedback, and collaboration. That way, employees feel valued and more comfortable with sharing their suggestions to help the company improve.
Empowering employees. Promoting employee empowerment also improves employee enablement. You can do this by showing employees that you trust them and their abilities. Give them the chance to take on greater responsibilities and the authority to make decisions related to their work.
What is the difference between employee enablement and engagement?
Employee engagement focuses on creating a positive and fulfilling employee experience that helps employees feel motivated to do their best at work.
Employee enablement, on the other hand, is about providing employees with the practical tools and resources they need to carry out their work effectively.
Even though employee enablement and engagement are different, both are needed for the best results.
How can HR tech help with employee enablement?
HR technology can make it easier to promote employee enablement. There are a number of tools you can use to help:
Employee enablement platform. Some HR software comes with digital employee enablement tools, like metric analysis and training resources, that help you ensure that your employees have everything they need to perform at their best.
Learning management system. Use a learning management system (LMS) to give employees easy access to training materials and professional development resources. This helps them to be more effective in their work by growing their skillsets.
Performance management system. There’s a close link between employee enablement and performance. Measuring employee performance with a performance management system, combined with other methods, can be a good way to assess employee enablement.
Collaboration and communication tools. Tools such as project management platforms, instant messaging apps, and intranet portals make it easy for people to work together, communicate, and share knowledge—enabling employees to work better.
Employee feedback tools. Feedback platforms make it easy for employees to let you know what’s going well and what needs improvement, so you know exactly what to do to improve the situation.
Creating an employee enablement strategy is a powerful way to change your organization for the better. By focusing on it, you’ll improve performance, retention rates, and profits. And by combining it with employee engagement strategies, you’ll have a workplace that brings out the best in everyone.