Possible metrics include revenue per employee and operating expenses as a percent of revenue. These metrics answer a different dashboard question than they would in an established firm – and again, it’s the questions that matter. MORE

Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. Knowledge is tested using quizzes, assignments and applied exercises. 11: Strategic HR Metrics – AIHR Academy. MORE

The gist was based on Arianna Huffington’s book, Thrive : Our two main metrics for success are money and power, and they drive us to work longer hours, sleep with our phones and tablets, miss important moments with our families and impacts our health. Identify benchmarks and targets. MORE

That requires gathering a lot more feedback from employees not only through surveys and discussions but also through structured exercises like employee journey mapping. What tools and methods can HR and business leaders use to establish an employee experience benchmark and continue to improve? MORE

Exercise gear . Gamification involves a reward aspect, but it also brings in popular gaming elements such as competition, time limits, leveling/benchmarks, and achievement metrics. 20+ Wellness Tips for the Workplace That Rejuvenate Employees and Boost Productivity. MORE

Too often companies are using spreadsheets, surveys, email, and several other tools to keep track of their impact metrics. Without data, you can’t develop a proper benchmark for the impact your workforce is responsible for, and you won’t know what to improve upon. MORE

This exercise provided multiple insights, including that the first year mattered the most. Absenteeism in this German 43,000 + people energy company has risen above benchmark. the UK retail business has systematically out-performed internal targets and external benchmarks, year on year. MORE

The outcome of such an exercise is not necessary to make changes because of which there is no improvement in the present situation. These are benchmarks that you can use to satisfy your customers as well as fasten the response rates. MORE

Checking into a hotel room is always an exercise in trust. Radical transparency isn’t limited to salaries and employee data or metrics. Benchmarking. For years, hospitals have used data tracked from performance metrics to establish standards of excellence in health care. Benchmarking can be used for measuring and comparing a hospital’s progress over time and how it stacks up with other hospitals. Benchmarking can also pinpoint what needs improving. MORE

There’s an exercise I’ll walk you through to get to your WHY. A simple way to structure this exercise is shown in the images just below. If you truly go through this exercise in a genuine way, you should get some mental and emotional breakthroughs. That should be your benchmark. MORE

Through that exercise, leaders can uncover “moments that matter” in the employee experience and make changes that influence employee attitudes and drive desired outcomes. Those individual methods can be compared with benchmarks, and the data can be used to fuel changes. MORE

With Ascentis HR, human resources (HR) professionals can gain insights into trends with deep analytics within employee metrics. The solution helps provide new-joiners a feel of the real job environment and encourages them to participate in shadowing and pitch exercises. MORE

The Three Vital Metrics for Every Employment Role. Likewise, “industry benchmarks” are next to useless – companies differ, regions are different, and enterprises evolve over time. Section 4: Employee Lifetime Value and Cost Modeling. MORE

Based on this data, metrics are calculated and displayed. On a more practical level, check out our dedicated article about what an HR dashboard is and it most important metrics. This article has multiple templates and metrics that can be used in a dashboard. MORE

You want the ability to benchmark your results with other companies in your industry. View this exercise as a terrific company branding opportunity – and the key to capturing higher levels of participation. According to Gallup, companies with highly engaged employees have 3.9 MORE

Some steps to consider: Complete a “voice of the customer” exercise to identify business strategy, expectations, and requirements for HR services. Decide what metrics to capture as chargeback variables. Define chargebacks metrics thinking about three distinct categories: – Infrastructure costs. Remember to benchmark chargeback costs — HR costs should be market competitive or the business will likely go elsewhere for services. MORE

With Ascentis HR, human resources (HR) professionals can gain insights into trends with deep analytics within employee metrics. The solution helps provide new-joiners a feel of the real job environment and encourages them to participate in shadowing and pitch exercises. MORE