HR Performance Metrics人力資源績效指標
1 ：Revenue per employee
每位員工創造的營業收入
- Total revenue / total number of employees
- 總營業收入 / 總員工數目
2：Revenue per FTE
每全職人力工時創造的營業收入
- Total revenue / total number of FTE
- 總營業收入 / 總全職人力工時
3：Profit per employee
每位員工創造的利潤
- Total profit / total number of employees
- 總利潤 / 總員工數目
4：Profit per FTE
每全職人力工時創造的利潤
- Total profit / total number of FTE
- 總利潤 / 總全職人力工時
5：Overtime per employee
每位員工的加班時數
- Hours of overtime / total number of hours (contractual hours + overtime) per period
- 加班時數 / 每個時期的總工作時數（合同時數+加班時數）
6 : Labor cost per employee
每位員工的人工成本
- Total labor cost / total number of employees
- 總人工成本 / 總員工數目
7 : Labor cost per FTE
每全職人力工時的人工成本
- Total labor cost / FTE
- 總人工成本 / 總全職人力工時
8 : Labor cost percentage of revenue
人工成本佔收入的百分比
- Total labor cost / organizational revenue
- 總人工成本 / 公司收入
9 : Labor cost percentage of total expenses
人工成本佔總支出的百分比
- Total labor cost / total organizational expenses
- 總人工成本 / 公司總支出
10 : Absence rate
缺席率
- Number of absence days / total number of working days
- 缺席日數 / 總工作日數
11 : Absence rate per manager/department
每位經理/部門的缺席率
- Number of absence days per unit / total number of working days per unit
- 缺席日數（經理/部門） / 總工作日數（經理/部門）
12 : Overtime expense per period
每時期的加班費
- Overtime pay / total pay per period
- 加班費 / 總工資 （每時期）
13 : Training expenses per employee
每員工的培訓費用
- Training expenses / total expenses
- 培訓費用 / 總支出
14 : Training efficiency
培訓效率
- Training expenses per employee / training effectiveness
- 每員工的培訓費用 / 培訓效果
15 : Voluntary turnover rate
自願離職率
- #Voluntary Terminates during period / # Employees at the beginning of period
- 自願離職人數 / 員工初期人數
16 : Involuntary turnover rate
非自願離職率
- #Involuntary Terminates during period / # Employees at the beginning of the period
- 非自願離職人數 / 員工初期人數
17 : Turnover rate of talent
人才離職率
- # Terminates who qualified as high potentials during period / # Employees at the beginning of the period
- 被視爲高潛力的員工離職人數 / 員工初期人數
18 : Turnover rate
員工離職率
- # Terminates during period / # Employees at the beginning of period
員工離職人數 / 員工初期人數
19 : Turnover rate per manager/department
每位經理/部門的離職率
- # Terminates per unit during period / # Employees in the unit at the beginning of
- Period
- 員工離職人數 / 員工初期人數（每位經理/部門）
20 :Cost of absenteeism
曠工成本
- Total cost of absenteeism = Total employee hours lost to absenteeism * hourly pay (including benefits) +Supervisor hours lost in dealing with absenteeism * hourly pay supervisor (including benefits) + other costs (including temporary staff, training, loss of productivity, quality loss, overtime, etc.)
- 總曠工成本 = 總僱員曠工小時 * 時薪（包括福利）+ 因曠工而成的監督時數* 時薪（包括福利）+ 其他成本（包括臨時工、培訓、生產力損失、質量損失、加班等）
21 : Cost of turnover
離職成本
- Total cost of turnover, see Excel (by SHRM)
- 總離職成本
22 : HR to employee ratio
人力資源部門與員工比例
- FTE working in HR / total number of FTE
- 人力資源部門的全職人力工時 / 總全職人力工時
23 : HR cost per FTE
每全職人力工時的人力資源成本
- Total HR cost / total number of FTE
- 總人力資源成本 / 總全職人力工時
24 : Time until promotion
升職時間
- Average time (in months or years) until promotion
- 升職的平均時間（以月或年為單位）
25 : Promotion rate
升職率
- Number of employees promoted / headcount
- 升職的員工數目 / 人數
General Workforce Metrics 一般勞動力指標
26 : Average age
平均年齡
- Sum of age of all headcount / headcount
- 全部人員的年齡總和 / 人數
27 : Average length of service
平均服務年期
- Length of service of all headcount / headcount
- 全部人員的服務年期總和 / 人數
28 : Retirement rate
退休率
- # Employees retired in period / headcount at beginning of period
- 一段時期内的退休員工數目 /員工初期人數
29 : Average distance from home
平均離家距離
- Average distance in miles (or km) from home
- 離家的平均距離（以m/km為單位）
30 : Engagement rate
參與率
- # Employees above the engagement norm in period / headcount at beginning of period
- 在參與率標準以上的員工人數 / 員工初期人數
31 : Satisfaction rate
滿意率
- Number of people who report being satisfied in their job / total number of people
- 滿意工作的員工數目 / 總人數
32 : Salary hike since last year
自去年以來的加薪
- (Current salary – salary previous year) / salary previous year
- （現時薪金 – 上一年薪金）/ 上一年薪金
Recruitment Metrics 招聘指標
33 : Time to fill
職位填補時間
- Number of days between publishing a job opening and hiring the candidate
- 從發布職位空缺到聘用求職者的天數
34 : Time to hire
職位聘用時間
- Number of days between the moment a candidate is approached and the moment the candidate accepts the job
- 從開始接觸聯絡求職者到求職者接受工作機會的天數
35 : Cost per hire
招聘成本
- Total cost of hiring / the number of new hires
- 總招聘成本 / 新招聘的數目
36 : Source of hire
招聘渠道
- Sourcing channel used to attract the hire
- 用來吸引人才的招聘渠道
37 : First-year resignation rate
第一年辭職率
- Employees who left the organization within 1 year / headcount
Note: this number should be 0, just like metrics no. 38, 39 and 40. A percentage higher than zero will be very costly and indicates a bad fit with new recruits and the organization. Organizations should use better selection tools and procedures to prevent this.
- 第一年離職的員工 /人數
注意：此數應為0，就像指標No.38、39和40一樣。如果%高過0，則會是昂貴的招聘成本而且代表新聘員工不適合公司，公司應使用更好的篩選工具和程序來防止這種情況。
38 : First-year turnover rate
第一年離職率
- Employees who left the organization within 1 year / total number of recruits
- 第一年内離職的員工 / 總僱用人數
39 : First-month turnover rate
第一個月離職率
- Employees who left the organization within 1 month / total number of recruits
- 第一個月内離職的員工 / 總僱用人數
40 : Hiring manager satisfaction
招聘經理滿意率
- Number of hires who perform well / total number of hires
- 表現優良的的獲聘人數 / 總僱用人數
41 : Candidate job satisfaction
求職者工作滿意率
- Number of hires who rate themselves as satisfied in their new job / total number of Hires
- 對工作滿意的獲聘人數 / 總僱用人數
42 : Applicants per opening
每個空缺的求職人數
- Total number of applicants / number of job openings
- 總申請人數 / 空缺數目
43 : Selection ratio
篩選比例
- Number of hired candidates / total number of candidates
- 獲聘人數 / 求職者人數
44 : Cost per hire
招聘成本
- (Total internal cost + total external cost) / total number of hires
- （總内部成本 + 總外部成本） / 總僱用人數
45 : Offer acceptance rate
接受工作機會成功率
- Number of offers accepted / number of offers made
- 接受工作機會的數目 / 發出工作機會的數目
46 : Vacancy rate
空缺率
- Total number of open positions / total number of positions in organization
- 空缺數目 / 公司總職位數目
47 : Application completion rate
申請完成率
- Total number of people who completed the application / total number of people who started with the application
- 總完成求職申請過程的人數 / 總開始了求職申請過程的人數
48 : Yield ratio
成功率
Number of applicants who successfully completed the stage / total number of
applicants who entered the stage. For example:
● 15:1 (750 applicants apply, 50 CVs are screened)
● 5:1 (50 screened CVs lead to 10 candidates submitted to the hiring manager)
● 2:1 (10 candidate submissions lead to 5 hiring manager acceptances)
● 5:2 (5 first interviews lead to 2 final interviews)
● 2:1 (2 final interviews lead to 1 offer)
● 1:1 (1 offer to 1 hire)
成功完成最後階段的的求職人數 / 進入最後階段的求職人數
例如：
● 15:1 (750求職者申請，篩選了50份CVs)
● 5:1 (篩選了50份CVs ，有10名候選人可以提交到招聘經理)
● 2:1 (10名候選人，可以有5名可以獲得招聘經理認可)
● 5:2 (5名候選人，有2人可以進入最後面試階段)
● 2:1 (2名最後候選人，有1名會獲錄取通知)
● 1:1 (1份錄取通知，有1名獲聘)
49 : Sourcing channel effectiveness
招聘渠道成效
- Total number of impressions of the channel / number of applications of the channel
- 瀏覽該招聘渠道的人數 / 從該招聘渠道求職的人數
50 : Sourcing channel cost
招聘渠道成本
- Advertisement spending per channel / number of successful applicants per platform
- 該招聘渠道的廣告費用 / 該招聘渠道成功的求職者
51 : Cost of getting to Optimum Productivity Level (OPL)
達到最佳生產力水平成本
- Total cost involved in getting someone up to speed = onboarding cost + training cost + cost of supervision + cost of on-the-job training + (total labor cost * % OPL per month) until 100% OPL Is reached
- 使某人達到最好狀態所涉及的總成本 = 入職費用 + 培訓費用 + 監督成本 + 在職培訓 + （總勞工成本 * % OPL）
關於Six People Map
我們是成立了近7年與HR 同一陣線的招聘方案團隊。我們已應用智能科技到招聘流程，並將在3個月內推出「Talent Magnet」，提供半自動化招聘助理服務 (AI-enabled Recruitment Consultant service) ，以減省50%-80%傳統獵頭服務 (recruitment agency fee) 的成本和吸引罕見人材 (Passive Candidates)。同時，HR 不需要有 technology 相關的知識，只需付出合理的 marketing budget，便可輕鬆享受到更快﹑更準確﹑更廣闊的人材搜羅服務。