Human Resources (HR) Staffing Ratio

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1 OpsDog KPI Reports Human Resources (HR) Staffing Ratio Benchmarks, Definition & Measurement Details SAMPLE CONTENT & DATA 2017 Edition

2 Definition & Measurement Details What is Human Resources (HR) Staffing Ratio? The number of company-wide employees divided by the total number of Human Resources (HR) employees working for the company at the same point in time. HR Department employees are typically responsible for recruiting, hiring, employee relations, compensation and benefits management/ administration, payroll processing, training and development, and strategic human capital management operations. Why should this KPI be measured? Human Resources (HR) Staffing Ratio measures the number of companywide employees supported by each individual HR function employee. This metric speaks to the overall staffing level of the HR function relative to the total number of employees working for the company. A lower than average value may be related to process inefficiencies, lack of automation and/or simple overstaffing within the HR function. While a high value for this metric is preferred (i.e., each HR employee supports many company-wide staff members), this should also be balanced with the level of service being provided to the employees of the company, as well as the effectiveness of recruiting, hiring and training processes. The quality of employee training, talent attraction and development, benefits/ compensations programs and employee relations practices can impact employee retention (i.e., turnover rate), work quality and productivity. Although HR is a considered cost center, or overhead function, (i.e., a non-revenue generating function), through high quality talent attraction and development, it can provide a considerable competive advantage. How is this KPI calculated? Two values are used to calculate this KPI: (1) the total number of Human Resources (HR) Department employees, and (2) the total number of company-wide employees working for the organization at the same point in time. HR employees should include all employees within the company that are dedicated to HR operations, including recruiting, hiring, training and development, employee relations, payroll and human capital ABRIDGED CONTENT management team members at all levels of the organization. When calculating this value for a calendar year (or month, quarter, etc.) the Purchase to View Full Definition & Measurement Details! average number of employees during that time period may be used for this calculation (i.e., the number of employees at start of period, plus the number at the end of the period, divided by 2). Related KPIs Turnover Rate, HR Span of Control, HR Expense per Employee Formula 1

3 Benchmarks & Characteristics of High Performers Human Resources (HR) Staffing Ratio High Performers SAMPLE CONTENT Low Performers Avg () Purchase to View Actual Benchmarking Data! Characteristics of High Performers KPIs are well-defined, tracked and tied to performance reviews Robust self-service options for customer (online FAQs, etc.) Agents cross-trained to handle and resolve multiple call types KPIs are well-defined, tracked and tied to agent performance reviews Sample Size: KPI Type: Unit: Is High or Low Best?: How to read this chart: This chart summarizes the performance gaps between high (Top 5%), mid (Median) and low (Bottom 5%) performers for this Key Performance Indicator (KPI). For example, the column labeled Top 5% represents a company that outperformed 95% of the peer group observed for this metric. 2

4 Benchmarks & Long Tail Analysis Human Resources (HR) Staffing Ratio SAMPLE CONTENT Purchase to View Actual Benchmarking Data! Avg () Min Top 25% Cut-off Median Bottom 25% Cut-off Max High Performers Low Performers How to read this chart: This chart plots all values within the observed population for this KPI. This chart can be useful in analyzing the upper and lower boundaries (i.e., minimum/maximum values) and the amount of the population that falls above/below the average for the KPI, among other things. 3

5 Benchmarking Report Terms & Conditions OpsDog KPI Reports 2017 OpsDog, Inc. The OpsDog KPI Reports and their contents are protected by copyright laws, contain the trademark OpsDog, Inc., and are OpsDog s proprietary information. No part of this book shall be reproduced, stored in a retrieval system, or transmitted by any means, electronic, mechanical, photocopying, recording or otherwise, without written permission from OpsDog, Inc. OpsDog, Inc. assumes no liability with respect to the use of the information contained herein which is provided as is and there are no warranties of any kind provided by OpsDog with respect to this report. OpsDog assumes no responsibility for errors or omissions and will not be liable for any damages resulting from the use of the information contained herein. OpsDog, Inc Augusta Dr., Suite 200 Houston, TX Tel:

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