HR Operations / Administration
This competency contains methods of improving various KPIs in relation to HR Operations/Administration in a Human Resources Department.
Turnover rate
The percentage of employees who leave the company over a given period of time. A lower turnover rate is generally better, as it indicates that the HR department is effectively retaining employees.
Time-to-fill
The average length of time it takes to fill an open position within the company. A shorter time-to-fill is generally better, as it indicates that the HR department is efficiently recruiting and onboarding new employees.
Training completion rate
The percentage of employees who complete required training programs. A higher completion rate is generally better, as it indicates that the HR department is effectively providing employees with the training they need to perform their jobs effectively.
Employee satisfaction
The level of satisfaction that employees have with their job and the company. A higher level of employee satisfaction is generally better, as it indicates that the HR department is effectively creating a positive work environment.
Diversity and inclusion
The extent to which the company's workforce represents a diverse range of backgrounds and experiences. A higher level of diversity and inclusion is generally better, as it indicates that the HR department is effectively promoting inclusivity within the company.
Retention rate
The percentage of employees who remain with the company over a given period of time. A higher retention rate is generally better, as it indicates that the HR department is effectively retaining employees.
Recruitment efficiency
The efficiency of the recruitment process, including the number of candidates interviewed per open position and the cost per hire. A more efficient recruitment process is generally better, as it indicates that the HR department is effectively identifying and attracting top talent.
Time and attendance
The extent to which employees are punctual and present at work as required. A high level of time and attendance is generally better, as it indicates that the HR department is effectively managing attendance and punctuality.
Performance management
The effectiveness of the company's performance management processes, including goal-setting, feedback, and employee development. An effective performance management system is generally better, as it indicates that the HR department is effectively supporting employee growth and development.
Benefits utilization
The extent to which employees are taking advantage of the company's benefits offerings. A high level of benefits utilization is generally better, as it indicates that the HR department is effectively communicating and promoting the company's benefits to employees.
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