人力资源管理ch1 Introduction.ppt

Benefits of a High Performance Work System (HPWS) Generate more job applicants Screen candidates more effectively Provide more and better training Link pay more explicitly to performance Provide a safer work environment Produce more qualified applicants per position More employees are hired based on validated selection tests Provide more hours of training for new employees Higher percentages of employees receiving regular performance appraisals. C. Measuring the HRM team’s performance HR Metrics Absence Rate [(Number of days absent in month) ÷ (Average number of employees during mo.) × (number of workdays)] × 100 Cost per Hire (Advertising + Agency Fees + Employee Referrals + Travel cost of applicants and staff + Relocation costs + Recruiter pay and benefits) ÷ Number of Hires Health Care Costs per Employee Total cost of health care ÷ Total Employees HR Expense Factor HR expense ÷ Total operating expense Figure 1–5 HR Metrics (cont’d) Human Capital ROI (Revenue ? (Operating Expense ? [Compensation cost + Benefit cost]) )÷ (Compensation cost + Benefit cost) Human Capital Value Added (Revenue ? (Operating Expense ? [Compensation cost + Benefit Cost]) ÷ Total Number of FTE (Full-time equivalent (FTE) is a way to measure a workers involvement in a project, or a students enrollment at an educational institution. An FTE of 1.0 means that the person is equivalent to a full-time worker, while an FTE of 0.5 signals that the worker is only half-time. ) Revenue Factor Revenue ÷ Total Number of FTE Time to fill Total days elapsed to fill requisitions ÷ Number hired Figure 1–5 (cont’d) HR Metrics (cont’d) Training Investment Factor Total training cost ÷ Headcount Turnover Costs Cost to terminate + Cost per hire + Vacancy Cost + Learning curve loss Turnover Rate [Number of separations during month ÷ Average number of employees during month] × 100 Workers’ Compensation Cost per Employee Total WC cost for Year ÷ Average number of employees Figure 1–5 (cont’d) 7.The HR Manager P