please visit: kpi123.com/list-of-kpi-samples Quickly and effectively solves customer problems. hr assistant manager KPI In this ppt file, you can ref KPI materials for hr assistant manager position such as hr assistant manager list of KPIs, performance… Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Using the examples developed in the previous section, here are a few corresponding KPIs that an HR manager could use in an operational dashboard to monitor progress. Seizes opportunities to influence the future direction of an organizational unit or the overall business. These sample KPIs reflect common metrics for both departments and industries. Tries to build relationships with people whose assistance, cooperation, and support may be needed. Executive Employee Compensation Options – Kinds of remuneration options or services provided to executive staff only. They identify job openings, create job descriptions, develop an effective hiring program, evaluate applicants and hire the right talent. Prepares a personal development plan with specific goals and a timeline for their accomplishment. Proposes new approaches, methods, or technologies. It is one of the most common ways to measure employee productivity as an average. Questions others to assess whether they have thought through a plan of action. A healthy work-life balance promotes employee engagement. Keeps informed about cutting-edge technology in his/her technical area. Shows an interest in what others have to say; acknowledges their perspectives and ideas. An easier, effective method of 360-degree feedback collection from peers, upward, downward and customers too. University SHRA Annual Performance Appraisal Form Rev. See our User Agreement and Privacy Policy. A diverse employee pool results in vibrant, healthy work culture and improves employee engagement. And employees must be given the correct tools and training before they can engage with their job roles. If you need more KPI materials for hr assistant, Competencies dealing with people in persuasive communication. Understands the interests and important concerns of others. Recruiting & Hiring Expense per FTE – The total expenditure of the Recruiting & Hiring management divided by the expenses acquired by enterprise-wide FTEs. Notice discrepancies and inconsistencies in available information. Jan 11, 2018. Improve job satisfaction – The job satisfaction KPI measures how happy and engaged employees are with their job roles at any given point in time. The entire organization needs to save money, including HR. Looks like you’ve clipped this slide to already. Capacity to come up with efficient solutions by taking an integrated, conceptual, or theoretical outlook. sales@assessteam.com, Analyze employee performance and project profitability all in a single integrated suite, Create a collaborative, digital feedback culture to boost employee engagement, morale, and productivity, Connect with your employees and build high-performing teams by making data-driven decisions, Build real-time reports to anticipate profit potential for specific projects, project types, and teams. Identify Key Result Areas for the Construction technician. If this metric is high, then your employees are not as engaged as they should be. Total Expense: Benefits per Firm-Wide Employee – Total dollar expenses in offering benefits services during the preceding year divided by the total number of workers at the culmination of that year. HR Administration Expense as a Percentage of Total HR Expense – Percentage of total HR management-related costs compared to the overall HR Department expenditure. Competencies dealing with people in written communication. Schedule performance index (SPI) 70. Training & Development Headcount Ratio – The number of company-wide employees per employee under the training and development division. Proposes innovative business deals to potential customers, suppliers, and business partners. Ensures that the unit develops goals and a plan to help fulfill the business’ mission. HR KPI’s analyze how efficient the HR team are in accomplishing a companies HR strategy. To ensure Assistants make the most of their review we are going to start with the basics, and that is the job description for Assistants, we will then cover both the annual review and your mid-year reviews. Takes responsibility for own mistakes; does not blame others. A guided rollout is included with all our plans. 1. Makes tough decisions (e.g., closing a facility, reducing staff, accepting or rejecting a high-stakes deal). This KPI measures the executive assistant’s ability to develop effective training programs. Competencies dealing with business in technical expertise. Identify tasks list. • 11 performance appraisal methods Average Turnover Percentage – Average number of staff members who abandon the firm annually divided by the total number of staff members at the beginning of the same year, as percent. 18 KPI examples for managers There are numerous different key performance indicators that give added insight into how a business is performing. Carefully prepares for meetings and presentations. If employees aren’t engaged, production will be down, impacting negatively on the company’s profit levels. Capacity to express trust in employees’ capability to succeed, especially at difficult assignments; entrusting important rights and duties; letting employees decide freely how they will meet their goals and deal with problems. Interview questions and answers – free download/ pdf and ppt file. Internal communications KPI • Number of emails issued • Number of bulletins issued • Number of staff briefing sessions conducted 2. Actual cost (AC) 66. Key Performance Indicators Sample KPI s RapidBI. This is one of our HR KPI examples that shouldn’t be neglected in times of shortage of skilled workers and the associated "war for talents." Competencies dealing with business in initiative. Develops and proposes a long-term (3-5 year) strategy for the organization based on an analysis of the industry and marketplace and the organization’s current and potential capabilities as compared. Capacity to exhibit inclination to delight external and internal clients. Define goals to set expectations and track individual and business growth in real-time, We deliver job clarity to your employees leading to improved productivity and better employee engagement. HR KPIs for understanding your culture. Competencies dealing with people in fostering teamwork for employees, Capacity and passion to cooperate with others in a group, Competencies dealing with people in fostering teamwork for team leaders. Is able to let others make decisions and take charge. Presents several different arguments in support of a position. HR KPI Examples. Compliance Training Hours – The average number of hours consumed on compliance-related training in the following fields: performance management, work/life concerns, sexual assault, discrimination, applicant evaluation. Time to Fill – The average number of days needed for the HR office to fulfill one available position within the firm. Competencies dealing with people in providing motivational support. Name: Human Resources Employee Name: Kelly Klarke Dept. Carefully reviews and checks the accuracy of information in work reports (e.g., production, sales, financial performance) provided by management, management information systems, or other individuals. Regularly meets with employees to review their development progress. Sign up & Evaluate Human Resource Professionals. We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. If you continue browsing the site, you agree to the use of cookies on this website. Understands the unspoken meaning in a situation. Staff Retention Ratio – Number of workers who abandoned the company last year divided by the total number of workers at the start of the year. Capacity to communicate coherently in business writing. Recruiting Events per School – Average number of recruiting efforts handled per school, including both full-time and summer apprentice recruitment. Determine work procedure for each KRA, each task. Role … What is the key role of a HR in a company? 5. Number of Requisitions Filled: Staff – The total number of staff level job postings in a specified term. Sets up procedures to ensure high quality of work (e.g., review meetings). Competencies dealing with people in establishing focus. Provides assistance to others when they need it. Covered Employee Population – The percentage of workers who are qualified for health insurance coverage under the firm’s benefits policy compared to the total number of employees employed by the company. Likeability – I enjoy meeting with this employee outside of work. Clipping is a handy way to collect important slides you want to go back to later. Anticipates how individuals and groups will react to situations and information and plans accordingly. Competencies dealing with business in strategic thinking. High absenteeism levels affect everyone in the team because other team members must cover the absent employee’s work. Average Requisition Days on Hold: Staff – Average number of days job postings for staff level positions were postponed during the hiring procedure. HR Generalists Expense as a Percentage of Total HR Expense – Total percentage of expenditure associated to HR Generalist compared to the total HR department expenditure. Manages own behavior to prevent or reduce feelings of stress. Facilitates groups or teams through the problem-solving and creative-thinking processes leading to the development and implementation of new approaches, systems, structures, and methods. Sample KPI For Administrative Assistant Related Documents. Positions Filled per Recruit – The average number of job opportunities each head hunter successfully fills each year. Respects the confidentiality of information or concerns shared by others. Average Requisition Days on Hold: Managers – Average number of days job postings for managerial level positions were postponed during the hiring procedure. HR Expense per Firm-Wide Employee – Total HR Department expenditure incurred by the firm divided by the total number of enterprise-wide FTEs. Notices trends in the industry or marketplace and develops plans to prepare for opportunities or problems. Recognizes and reinforces people’s developmental efforts and improvements. The KPI module, on its hand, offers executives and other decision makers at-a-glance access to the key business metrics they need to help them reasonably quickly assess the health of an organization and take action when conditions change. Jay and Claire know that to run a successful business, you need to pay close attention to your human resources. Exerts unusual effort over time to achieve a goal. HR Compensation Expense as a Percentage of Total HR Expense – Total percentage of expenditure associated with HR compensation administration compared to the total HR Division expenditure. Capacity to evaluate the institution’s competitive position by analyzing the market and industry trends, current and prospective customers, and strengths and weaknesses in contrast with the competitors. Planned hours of work vs. actual situation . Employees per HR Generalist – The total number of staff members assisted by HR generalists divided by the total number of HR generalist workers. Understanding Key Performance Indicators Or KPI. Work Ethic – Please rate employee’s work ethic and ability to achieve stated goals and objectives. Capacity to draft and present oral and written communications that influence and entice relevant audiences. We have compiled 18 KPIs across four different areas. Gives people assignments that will help develop their abilities. Works for solutions that all team members can support. Cycle Time of Enrollment – Number of weeks needed for a new employee to be fully admitted in the company’s benefits policy. Questions others to assess their confidence in solving a problem or tackling a situation. Offers support for others’ ideas and proposals. Develops better, faster, or less expensive ways to do things. Top materials: top sales KPIs, Top 28 performance appraisal forms, 11 performance appraisal methods –. HR Planning & Analysis Expense per Employee – Total dollar expense in offering HR planning and auditing during the preceding year divided  by the total number of workers at the culmination of that ear. Read more about our experience in serving specific industries. … HR Administration Expense per Firm-Wide Employee – Total HR management-related costs divided by the total number of enterprise-wide FTEs. Expresses pride in the group and encourages people to feel good about their accomplishments. Identifies many possible causes of a problem. Organizes information or materials for others. Carefully weighs the priority of things to be done. Understands both the strengths and weaknesses of others. 6. Because HR departments must supervise a company’s recruitment, key performance indicators measure the assistant’s performance in helping to find qualified workers and adjust them to the organization. Maintains commitment to goals in the face of obstacles and frustrations. Job Posting Volume – Approximate average number of new jobs posted on different channels per day. Writes using concrete, specific language. Acknowledges and thanks to people for their contributions. Capacity to create and disseminate objectives in upholding the business’ goal. Can effectively handle several problems or tasks at once. HR Headcount Ratio – The number of enterprise-wide, FTEs divided by the overall number of HR office FTEs. The training and development office aims to boost the firm’s performance by teaching and constantly developing employee skills. See our Privacy Policy and User Agreement for details. Makes a systematic comparison of two or more alternatives. hr assistant KPI Training & Development Expense per Employee – The yearly expenditure on training for each enterprise-wide staff member. Competencies dealing with people in building collaborative relationships. HR Recruiting & Hiring Expense as a Percentage of Total HR Expense – Total HR Recruiting & Hiring related expense divided by total HR Team expense, as a percentage. Examples of KPI for Accounting Department Chron com. Managing Change – Employee effectively eases concerns during time of uncertainty. HR … Total Expense: Compensation per Firm-Wide Employee – Total dollar expenditures in offering compensation services during the preceding year divided by the total number of workers at the culmination of that year. Understands industry and market trends affecting the organization’s competitiveness. Lets customers know he/she is willing to work with them to meet their needs. If the goal performance rate is too high, employees might leave due to boredom; otherwise, employees might resign because they can’t meet their job expectations. Expert HR advice is available to all customers free of charge. To build KPI system for this position, you can follow the steps below: 2. 07‐19‐2016 Page 3 of 10 ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To): 04‐01‐17 to 03‐31‐18 Dept. Seeks out and builds relationships with others who can provide information, intelligence, career support, potential business, and other forms of help. Is willing to make decisions in difficult or ambiguous situations, when time is critical. Implements or supports various change management activities (e.g., communications, education, team development, coaching). Related: Employee & Labor Relations Specialist, HR Representative, Employee Relations Manager. HR managers together with its employees can reduce percentage in average employment rate by 10% and even lesser. Understands the organization’s strengths and weaknesses as compared to competitors. Simply send us your job descriptions and we will set up your evaluations. Improve new hire 90-day failure rate – The new hire 90-day failure rate measures the number of new employees who do not make it through the first 90-day period. • Top 28 performance appraisal forms Provides assistance, information, and support to others to build a basis for future reciprocity. Uses graphics and other aids to clarify complex or technical information. Works to make a particular impression on others. Improve employee health index – The employee health index KPI measures an employee’s ability to work consistently over time. Now customize the name of a clipboard to store your clips. HR assistants who meet these standards are living up to the company’s objective to have employees work as a team. Takes a personal interest in others (e.g., by asking about their concerns, interests, family, friends, hobbies) to develop relationships. 1. Creates graphics, overheads, or slides that display information clearly and with high impact. Carries his/her fair share of the workload. Capacity to execute crucial decisions promptly. Finds or creates ways to measure performance against goals. Takes independent action to change the direction of events. Shares information, advice, and suggestions to help others to be more successful; provides effective coaching. By Department. Number of Grades (Bands) – Ranks or groups into which positions of the same valuation are classified for compensation objectives (in a point factor systems the ranks are usually determined as grades; in a broadbanding system the ranks are usually determined as bands – grades within bands specify career or occupational grades). Human Resources KPIs measure and evaluate all levels of employees who work within the Human Resource sector. A successful company is one that has established an open and accepting work environment. Rather, you can use this extensive list to get an idea of what like-minded organizations may be looking at, research KPIs from other lists, and then decide upon the critical few KPIs that are in line with your unique strategy. Listens attentively to people’s ideas and concerns. No public clipboards found for this slide. Uses an appropriate business writing style. Employee turnover, Recruiting, Retention finally Training and Development. HR Benefits Expense as a Percentage of Total HR Expense – The average amount of health insurance costs accumulated by the firm, for each staff member protected by company health insurance. This KPI gauges staffing levels within the HR office. Earned value (EV) 67. Does more than what is normally required in a situation. Number of Requisitions Filled: Managers – The total number of managerial level job postings occupied in a specified term. Employees who are not happy will leave to find employment where they can be happy at work. Identifies the specific information needed to clarify a situation or to make a decision. Included in this bundle are: A List of SMART goal and objective examples for Executive Assistants, Personal Assistants and Administrative Assistants; A SMART objectives template for Assistants to set their performance goals Discover how working with us will help you realize your full potential while helping others achieve theirs, Learn why customers from across the world find AssessTEAM simple to deploy and use. Aug 22, 2017. Says or does things to address others’ concerns. Encourages groups to resolve problems on their own; avoids prescribing a solution. Recruiting and Hiring Headcount Ratio – The total number of HR workers divided by the number of staffing support employees. Is confident of own ability to accomplish goals. Approaches a complex task or problem by breaking it down into its component parts and considering each part in detail. Signals own commitment to a process by being personally present and involved at key events. Number of Requisitions Filled: Directors – The overall number of directorial level job postings occupied within a specified term. HR Expense as a Percentage of Total Expense – The percentage of total HR Department expenditure compared to the total enterprise-wide expenditure over the same term. Competencies of managing performance for managers. Competencies dealing with business in forward thinking. Market Data Sources – Sources for acquiring market information, by data percentage. The health care cost per employee – The health care cost per employee measures the total cost of health care incurred by the company for all of its employees, including the health insurance premiums, for each employee working for the company irrespective of whether they are covered under its health plan. Spans and Layers: Recruiter per HR Manager – Average number of workers who report straight to a manager within the staffing and recruiting division. Improve vacation days used – The vacation days used KPI measures the number of vacation days an employee has used. Presents a cheerful, positive manner with customers. They identify job openings, create job descriptions, develop an effective hiring program, evaluate applicants and hire the right talent. Competencies dealing with people in developing others. Improve goal performance – The goal performance KPI determines how engaged employees are by measuring the ratio between achievements versus failures. Key Performance Indicators for a Personal Assistant. The HR assistant helps with the implementation of services, policies, and programs aimed at maintaining a safe, positive environment in a company, as well as the recruitment and ongoing development of a superior workforce. Deals firmly and promptly with performance problems; lets people know what is expected of them and when. These performance metrics can be applied to most areas of a business from finance and sales, to employee and customer retention. Makes others feel comfortable by responding in ways that convey interest in what they have to say. Asks about the other person’s personal experiences, interests, and family. HR Generalist Staff Percentage – The total percentage of HR workers compared to the number of HR generalists. Competencies dealing with business in conceptual thinking. Involves others in a process or decision to ensure their support. Capacity to foresee the indications and repercussions of situations and take the right action to be ready for any probabilities. The 4 KPIs Every Manager Has To Use LinkedIn. ER Issue Resolution Cycle Time – Average number of hours needed to settle the following types of ER concerns: general issues (flexible work structure); serious issues (sexual assault) potential lawsuit, labor conflicts. Recognizes the business concerns and perspectives of others. Benefits & Compensation Headcount Ratio – The number of total workers (firm-wide) for each remuneration and compensation employee. Selects stories, analogies, or examples to illustrate a point. Anticipates how others will react to a situation. HR Administration Headcount Ratio – The number of enterprise-wide, FTEs divided by the overall number of HR management FTEs. Examples of project management key performance indicators: 64. Work/life balance KPI • Number of active flexible work agreements • Number of active working from home agreements • Number of active job sharing agreements 4. Improve supervisor satisfaction – The supervisor satisfaction KPI measures how engaged and satisfied employees are with their supervisors or managers. These free templates will help you stay on track throughout the year. Improve absenteeism – The absenteeism KPI measures the extent to which employees show up for work every day. Anticipates the consequences of situations and plans accordingly. Contact Center to Benefits Headcount Ratio – Number of contact center personnel responding to benefits queries divided by the total number of benefits personnel firm-wide. Stays abreast of business, industry, and market information that may reveal business opportunities. Capacity to exhibit attentiveness, proficiency, and achievement in getting teams to cooperate. Identify methods to measure the results of each KRA, task, procedure. Other materials from kpi123.com Process Changes Cycle Time (Material/Non-Material) – Number of weeks needed to handle modifications that have a financial (401K contribution adjustment) or non-financial consequence on the employees (phone number change). Competencies dealing with business in thoroughness. Payroll Expense per Employee – Total dollar expenses in providing payroll during the past year divided by the total number of workers at the end of that year. Average Requisition Days on Hold: Directors – Average number of days job postings for directorial level positions were postponed during the hiring procedure. The HR manager is charged with ensuring that all employee files are kept up-to-date and that those files maintain required employee information. 4. A low value can indicate poor employee engagement levels. Capacity to pinpoint the information necessary to resolve a situation, find that information from the right sources, and use smart investigation to deduce the information, when others are unwilling to reveal it. Reinforces team members for their contributions. The NPS is based on this direct question, and it is scored on a scale from 0-10. Keeps his/her manager informed about progress and problems; avoids surprises. Making sure that one’s own and other’s performance and reports are thorough and valid; rigorously prepare for meetings and presentations; see to it that agreements and obligations have been completed. Payroll Headcount Ratio – The number of firm-wide FTEs divided by the overall number of payroll FTEs. The important key performance indicators are the production of personnel for receiving positive workforce in the association. In this tutorial we will use four essential group of performance indicator in area of HR. Capacity to recognize, understand, and foresee others’ impressions and sentiments, and to tactfully inform others about this knowledge. Provides opportunities for people to learn to work together as a team. Expresses ideas clearly and concisely in writing. Notices and accurately interprets what others are feeling, based on their choice of words, tone of voice, expressions, and other nonverbal behavior. Weighs the costs, benefits, risks, and chances for success, in making a decision. Span of Control: HR – The average number of HR personnel reporting to every HR supervisor. Capacity to convey oneself coherently in discussions and interactions with others. Number of Interviewers per Day – Average number of interviews for every applicant interviewed. Promotes cooperation with other work units. However, many HR assistants have fundamental knowledge of employee and employer rights and responsibilities. Last but least, we will point you in the right direction for goal setting and objectives for Executive and Personal Assistants. Improve employee Net Promoter Score (NPS) – The employee Net Promoter Score (NPS) measures how happy employees are at work by asking them whether they would recommend a job at your company to a friend or family member. Kpi • number of enterprise-wide, FTEs divided by the HR office to fill one available position the... Others who might find them useful and groups will react to situations and information and plans accordingly workers to... Re not suggesting nor advocating for you to begin measuring all of KPIs! Systems expenditure for the HR manager is charged with ensuring that all employee files kept. 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