What’s Your Most Useful Metric? More Results of Our HR Metrics Survey

HR Daily Advisor

In yesterday’s Advisor , we shared some of the results of our nationwide survey on HR metrics. 604 individuals participated in the HR Daily Advisor ’s HR Metrics Survey, conducted in April 2015. Turnover is clearly a very important metric for the HR professionals we surveyed—78% of participants measure it. Compensation-Related Metrics. Individual participants also specified that they have compensation metrics relating to seniority and retention bonuses.

Let Me Tell You a Story

Compensation Cafe

To accomplish this at work you should create quantifiable metrics that will collectively illustrate the well-being of your compensation program(s) - and then establish baselines (current state) and forward-thinking targets for each performance indicator.

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5 Ways to Promote More Gender Equity in the Workplace

Visier

Start with simple metrics like “female ratio” (looking at the percent of total headcount that are female) by department, role, and/or location, and in your hiring pipelines. Compa-ratio is a classic compensation calculation that indicates how close a person’s base pay is the pay level midpoint for the role they perform. If women have a lower than average compa-ratio, then it is likely that pay decisions are not being made equitably.

4 steps to Building a Business Case for D&I

Visier - Talent Acquisition

So which diversity and inclusion metrics do you want to measure? . Compa-ratio, which is the ratio of an employee’s or group of employee’s pay to the pay-level midpoint for a given role, is incredibly useful for evaluating how relatively well-paid someone is and whether there is a gender- or minority-based pay disparity in your organization. Do women and minorities have higher or lower compa-ratios than the overall organization?

5 Ways to Promote More Gender Equity in the Workplace

Visier

Start with simple metrics like “female ratio” (looking at the percent of total headcount that are female) by department, role, and/or location, and in your hiring pipelines. Compa-ratio is a classic compensation calculation that indicates how close a person’s base pay is the pay level midpoint for the role they perform. If women have a lower than average compa-ratio, then it is likely that pay decisions are not being made equitably.

Lights! Camera! Action!!

Compensation Cafe

To accomplish this you should create quantifiable metrics that will collectively illustrate the well-being of your compensation program(s) - and then establish baselines (current state) and targets for each performance indicator. Commonly Used HR Metrics : Average salary/wage. Compa-ratios (comparison of pay to a salary range midpoint). Make sure each metric is measurable because guesses don't count. Low compa-ratios that indicate you're not paying your salary ranges.

The Compensation and Benefits Manager – A Full Guide

Digital HR Tech

Your relationship to this midpoint is called a compa-ratio. The aforementioned compa-ratios can be compared to performance metrics. Ideally, high performers have a positive compa-ratio, average performers are at the mid-point, while bad performers have a negative compa-ratio. Also, deviations from compa-ratios can be compared between different pockets in the organization to identify deviations.

The New Workforce Gender Equity Factors HR Needs to Watch

Visier

Start with simple metrics like “female ratio” (looking at the percent of total headcount that are female) by department, role, and/or location, and in your hiring pipelines. Compa-ratio is a classic compensation calculation that indicates how close a person’s base pay is to the pay level midpoint for the role they perform. If women have a lower than average compa-ratio, then it is likely that pay decisions are not being made equitably.

COMPAS 168

Designing a Successful Total Rewards Strategy for 2021

Semos Cloud

Considering that Total Rewards include compensation, benefits, wellbeing, developm ent and recognition, it takes a lot of balancing and finding the right formula that will work for your compa ny. . Category. All, Best Practices. Designing a Successful Total Rewards Strategy for 2021 .

Cafe Classic: How to Be Both Transparent and Secretive at the Same Time

Compensation Cafe

You can distribute well-crafted, multi-colored and detailed total compensation statements that include such helpful information as an employee's pay grade, salary range and current compa-ratio. Editor's Note: In the Classic post, we toast (roast?) those organizations who manage to pull off a kind of perfect schizophrenia in their approach to pay communication. Don't think it's possible? I'm here to tell you that it's easier than it seems.

Thinking about Strategy for the New Year

Compensation Cafe

You can look at current employee metrics to further analyze your current state. Examples include survey results, skill sets, LOS in current jobs, compa-ratios and more that will provide insights into how ready employees (and HR) will be to evolve to achieve your goal. The online Business Dictionary defines business strategy as: -A method or plan chosen to bring about a desired future, such as achievement of a goal or solution to a problem.

The Forgotten Employee

Compensation Cafe

1) Ensure that these positions are regularly surveyed for competitive pay practices, and then 2) Create a metric that segments the actual pay of your customer-facing employees to determine the average compa-ratio and spotlight the presence of low paid workers. Have you ever walked out of a store because of poor customer service? Or felt frustrated because the employee at the other end of the phone didn't seem to care?

A Horse Of A Different Color

Compensation Cafe

What you are experiencing can be unique circumstances, given your organization's demographics, HR metrics, culture, industry, revenue or operating budget size, management biases, the strength of leadership, past experiences, financial soundness, etc.

The Top 100 Applicant Tracking Systems in 2018

Ongig

Compas. We use 3 different growth metrics with the time period of 2018 compared to 2017: Growth in # of new ATS clients added — These are the top ATS’s by number of clients added among the top 4,000 hirers we track. A common question I get asked is: “What are the top applicant tracking systems I should consider using?” ” So, every year the Ongig team and I find the top ATS’s used by employers actively hiring…and we publish the details.

How to Update Aging Salary Data for Your Organization’s Jobs

HR Daily Advisor

You can add columns for compa-ratio and range penetration, if you’d like to track that metric as well. If you work in HR then you’re always busy and, as a result, your job grade data might be a smidge past its shelf life. It’s not that you don’t want up-to-the-minute salary range data but there’s almost always something else more pressing that needs your attention so it’s really easy to tell yourself—if it ain’t broke, don’t fix it—year after year, after year.

HR TechStack – Onboarding Software

WhoKnows

Compas ATS. For Staffing and Human Resource professionals who know that hiring great talent is a vital part of the organizations success, COMPAS is a recruiting platform that uses predictive analytics to improve recruiting performance. Unlike old recruiting platforms COMPAS has transformed the conventional Applicant Tracking & Customer Relationship software to automate tasks and provide talent recommendations. HR Onboarding Software Definition.

HR TechStack – Onboarding Softwares

WhoKnows

Compas ATS. For Staffing and Human Resource professionals who know that hiring great talent is a vital part of the organizations success, COMPAS is a recruiting platform that uses predictive analytics to improve recruiting performance. Unlike old recruiting platforms COMPAS has transformed the conventional Applicant Tracking & Customer Relationship software to automate tasks and provide talent recommendations. HR Onboarding Software Definition.

Are Your Compensation Policies Helping or Hurting You?

Visier - Talent Acquisition

The solution is to unify compensation data– salary, bonuses, benefits, compa ratios, and so on –in a people analytics solution alongside workforce data such as movement, performance, and engagement. . With this insight you can see where your high performers are at risk of exit, the correlation between pay and performance or productivity, and even overlay business metrics to tie pay policies to business outcomes.