Loading in 2 Seconds...
Loading in 2 Seconds...
The Human Resources Benchmarking Network An HR Metrics ( and ) Benchmarking Tool for Municipalities. Colin Dawes OMHRA Spring Workshop Guelph, April 2011. Presentation Agenda. Introductions/Agenda. Benchmarking Concepts HR Metrics for Municipalities The Human Resources Benchmarking Network
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Colin Dawes OMHRA Spring WorkshopGuelph, April 2011
1. Remind you about a few things you already know.
2. Measurement and benchmarking concepts and tools you can use to help your organization be more successful – sometimes despite itself.
“Benchmarking is a continuous, systematic tool for measuring and improving the processes,products and services of an organization by comparing them to the very best “like” processes, products and services wherever they may be found.”
The Council for Continuous Improvement
* “Pre-External Intervention” Grievance Rate
Workers Compensation Lost Work Hours Rate
Modified Work Accommodations Rate
HR Technology Indicator
Employees Per HR FTE
HRBN #5 – Average Time to Fill a Position Formula: Total, for all External Hires, (Difference Between the “Date the Offer to the New External Hire is Made” and the “Date the Approval to Recruit is Received in HR”, One Year period
HRBN #7 – Turnover Rate Formula: # Separations / # Average Employee-count, One Year period
HRBN #4A(1) – Non-Management Employees Per Management EmployeeFormula: # “Non-Management Employee-count” / # “Management” Employee-count, End of Survey Time Period, One Year period
EAP Indicators (Municipal Sector)Formulas:
(A) EAP Cases / Average Eligible Employee-Count (B) EAP Expense / # Employees Eligible to Use the EAP, One Year period
Formula: $ HR Administration Expense / $ Operating Expense , One Year period
HRBN #23: Percentage of HR Departments Utilizing Technology, By Technology Type, 2007-2010
HRBN #14(C) – Breakdown of Points in Time at Which Grievances were Resolved or Withdrawnin Survey Reporting Period, 2010(Municipal Group)
(Municipal Group)Formula: # Training Course Attendance (Per Category) / # Average Employee-count (or New External Hires in case of Orientation), One Year period
HRBN #23: Percentage of HR Departments Utilizing Technology, Municipal Group, By Technology Type, 1998 to 2010
HRBN #24 - # Employees Per HR “FTE”Formula: # Average Employee-count / # HR “FTE”-count, End of Survey Time Period, One Year period
Trends –Benefits and HRIS, and new HR functions (quality, metrics, etc.), and to a lesser extent, WC/H&S and Recruitment, receive more staff resources now, vs. in 1998.
Trends – There has been a clear trend toward a higher proportion of supervisors, at the expense of both executives and managers, and administrative/clerical positions.
Trends – A change in HR service delivery is definitely indicated, from the traditional (HR as a separate, “expert” dept. with HR specialties serving the organization to a model of HR professionals attached to client groups, with more generalists, and in some cases matrix reporting relationships with Operational departments.)