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On March 13 2015, the Wall Street Journal published an article titled: “The Algorithm That Tells the Boss Who Might Quit”. Nielsen created a similar predictive model back in 2015. Absenteeism in this German 43,000 + people energy company has risen above benchmark. Compensation and benefits at Clarks. Sick days at E.ON.
In August 2015, the need for more workforce diversity was spotlighted in a big way when President Obama issued a call to action to technology companies, encouraging them to hire more women and minorities by implementing the Rooney Rule. Here are a few demographic metrics you should be monitoring: 1. Who’s getting interviewed?
Key Metrics. Depending on the needs of your business, as well as the industry, these metrics can vary, but they should all focus on the happiness and engagement of your workforce. Satisfaction – An amalgam of factors including the above, employee satisfaction can be the hardest but most critical metric to consider.
Key Metrics. Depending on the needs of your business, as well as the industry, these metrics can vary, but they should all focus on the happiness and engagement of your workforce. Satisfaction – An amalgam of factors including the above, employee satisfaction can be the hardest but most critical metric to consider.
In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. Today, more of our findings, including measures of turnover, compensation, and training. 604 individuals participated in the HR Daily Advisor ’s HR Metrics Survey, conducted in April 2015. Compensation-Related Metrics.
Taylor, PHR, SHRM-CP, PayScale Senior Blogger At the intersection of business objectives and recruitment is a strong compensation strategy. 1 – Become an Expert in Compensation Your first defense in the fight for a more aligned compensation strategy is to become a true expert in everything compensation.
Voluntary turnover is an HR metric referring to an employee’s departure based on their own decision rather than the employer’s decision. Another metric is total turnover, which includes all the employees who have left in a certain period of time for any reason. You can do this by measuring against industry benchmarks.
If you aren't already familiar with their Benchmark Pro and other survey products, please check them out! Links for historical Turnover Rates: 2008 , 2009 , 2010 , 2011 , 2012, 2013 , 2014 and 2015. As always, special thanks go out to our friends at CompData Surveys for sharing this information.
It can help you: Benchmark your company’s performance and see how you stack up against other organizations. Retain your employees by reinforcing all the benefits they get from working for you, beyond compensation. While this award is one of the newer ones on this list (established in 2015), Inc. Evaluation Process.
This post was originally published in June 2015 and was updated with new information about multigenerational compensation strategies in May 2025. That means your HR team has to tune in to the varying priorities of a multigenerational workforce, including when it comes to your compensation strategy. Generational stereotypes?
Salesforce In 2015, Salesforce became the first US company to conduct an equal pay audit, leading to US$3m in salary adjustments. The task force aimed to drive systemic change by listening to those affected, setting goals and tracking relevant metrics, and creating new programs and processes as part of the solution.
In the 2015 Deloitte Millennial Survey , 6 in 10 millennials said “sense of purpose” is part of the reason they chose to work for their current employers. HR’s relationship to corporate boards of directors is traditional—the function most frequently advises on executive compensation and succession. Employees’ motivations have changed.
To successfully meet demands in this area, you need to partner early; otherwise, there will be an impossible plan that demands nearly immediate hiring of scarce applicants without adequate compensation. Recruiting is a challenge for 2015. What do benchmark data reveal about industry and occupation trends? Learn More. Department.
Looking to build and perfect that 2015 comp plan? complete guide to compensation plans, Bring Back the Sizzle: PayScale’s Guide to Comp Plans That Get Workers Fired Up (In a Good Way). Wrong metrics and goals : For example, valuing cost per hire vs. quality of talent and timeliness of hires. Learn More.
Metrics for Organizational Success. We’ll discuss how to enhance management, decision-making, communication, engagement, compensation, and recognition for greater organizational success. . Fair Compensation and Benefits. Offering fair compensation and benefits will encourage valuable employees to stay. Table of Contents.
Cost-per-hire (CPH) is one of the most intriguing recruiting metrics. SHRM and ANSI define this additional cost-per-hire metric. The RCR formula is: You may include total annual compensation before new hires complete their first year. If the new hire’s compensation is $60,000 then RCR=(10,000/60,000)*100%=16%.
The readers will develop insights into the topics like primary metrics, KPIs, and processes involved in different HR subdomains like recruitment and employee engagement.” Tracing changes in a global sample of firms, it provides an international benchmark against which to measure a company’s HR practice.
In August 2015, the need for more workforce diversity was spotlighted in a big way when President Obama issued a call to action to technology companies, encouraging them to hire more women and minorities by implementing the Rooney Rule. Diversity metrics that support Rooney Rule initiatives. Who’s getting interviewed?
The book covers the full People Analytics scope (Benefits, Compensation, Culture, Diversity & Inclusion, Engagement, Leadership, Learning & Development, Personality Traits, Performance Management, Recruitment, Sales Incentives) with numerous real-world examples, and shows how R can help”. “the Alec Levenson (2015).
The Society for Human Resource Management (SHRM) suspected they were on their last legs back in 2015 before a number of sources officially called time of death earlier this year. Top performers were more likely to be dissatisfied with compensation decisions because managers couldn’t adequately explain how pay decisions were made.
Female executives often champion cultural initiatives such as flexible work arrangements, equitable parental leave, and fair compensation practices that benefit all employees. These leaders frequently approach problem-solving with unique perspectives that challenge traditional workplace norms.
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