HR Manager

Key Performance Indicators

Secondary
Responsibilities
(80%)
S.N
o

KPI

Description

Targets/Due date

Weight
10%

Compensation headcount
ratio

The number of company-wide, full-time

equivalent employees divided by the total number of
compensation.

3 Days before submission

to finance department

10%
5%

No. of policies updated

semiannually

5%
10%

No. of employees data

updated to the system
Ratio of usage of HRIS to
paper work

1 day before due date

5%

N/A

5%
10%

Average lead time to recruit

employees
Number of Requisitions
Filled
Positions Filled as a
Percentage of Total Employees in
a given time period or when
needed
4

The total number of each level employee (or as

required) job requisitions filled in a given time period

0n time

2%

on due date

2%

on due date

2%

Recruiting & Hiring

Headcount Ratio

The number of company-wide, full-time

equivalent employees divided by the total number of
recruiting and hiring.

2 days

2%

Cycle Time: Interview-toOffer

The average number of business days required to

extend a job offer to a candidate after interviews are
completed, from the time the candidate selected for
the position was first interviewed until when the job
offer is extended to that candidate.

on due date

1%

Cycle Time: Requisition-toFirst Interview

The average number of business days required to

bring a candidate in for an interview, from the time a
job requisition is posted until the time the first
interviewee is brought in to be interviewed for that
position.

3 days before submission

1%

5%
5

No. of new employee

orientation programs conducted

1st of each quarter

5%
5%

Employees individual
updated Report including all
financial plans and personal
transactions

3rd

5%

10%
Training hours per
employee/year

3rd of Januray each year

2%

Learning and growth

opportunities

Percentage of employees who are satisfied with

the learning and growth opportunities

semiannually

2%

Cycle Time: New Training

Program Development

The average number of business days required to

conducting a training program, from the time the
previous training program was conducted

3rd of Januray each year

2%

The average number of business days on which

training was conducted in-house/outhouse

3rd of Januray each year

2%

2 days before receiving

2%

Training days per year

New Training Courses
Developed

10%
Performance Management
Headcount Ratio
8

The number of company-wide, full-time

equivalent employees (FTEs) divided by the total
number of performance management FTEs

Frequency (in days) of

compliance reviews

15th of January each year

5%

N/A

3%

Average time lag between

identification of external
compliance issues and resolution

2%
5%

Percentage of Premium
Covered
Benefits Headcount Ratio
9

The percentage of health insurance premiums that

are paid for by the company for plans that cover the
employee (does not include any dependents the
employee has)
The number of company-wide, full-time
equivalent employees (FTEs) divided by the total
number of benefits FTEs.

On Due Date

1%

On Due Date

1%

HR Benefits Administration
Expense per Firm-Wide Employee

Total employee benefits administration-related

expense divided by the total number of company-wide
FTEs

3rd of January each year

2%

Healthcare Expense per

Covered Employee

The average amount of health insurance expense

incurred by the company, for each employee covered
by company health insurance.

3rd of January each year

1%
5%

Sum of deviation in money of

planned budget of projects
10

Labor Expense as a
Percentage of Sales
Annual Salary Increase

The total labor-related expense (wages, employee

taxes, benefits, bonuses, etc.) divided by total sales
generated over the same period of time, as a
percentage.
The percent increase in annual salary for each
employee working within a certain job role, function
or department

3rd of January each year

3%

3rd of January each year

1%

15th of January each year

1%
5%

11

Number of Labor
Disputes
Total

The total number of grievances filed over a

certain period of time by employees involved in labor
disputes with the other company

3 days before submission

5%

80%

Primary
Responsibilities
(20%)
5%

Salary Competitiveness
Ratio (SCR)

Used to evaluate the competitiveness

of compensation options. Can be
determined by dividing the average
company salary by the average salary
offered from competitors or by the rest of
your industry.

15th of January each

year

5%

10%
Number of Full-Time
Employees

Absenteeism Rate

Keeps tabs on the growth of the

company workforce over time.
Gives perspective on the amount of
labor and productivity lost due to sickness
and otherwise unpredicted leave. Formula:
(Total number of lost workdays due to
absence) / (Number of available workdays
in an organization) = (Absenteeism rate)

Decreased turnover
rate

Attrition Rate

Helps a company figure out how

successful they are at retaining talent.
Determined by dividing the number of
employees who left the company in a given
period by the average number of
employees in that time period.

Semiannually

2%

3rd

2.5%

3rd

2.5%

Semiannually

3%

5%

The number of resolved

cases in a month

On Due Date

2%

Decreasing number of
complaints over a time
period

On Due Date

2%

Cycle Time: Employee

Relations Case Resolution

2 Days from
receiving

1%

Total

20%