All formulas are very useful. But please explain the above specially Human Economic Value Added, Human Market Value Added, Human Capital ROI with few examples. Regards, Arindam Choudhury
From India, Jalandhar
From India, Jalandhar
Hi Anil / Peer
What is mean by form 1 & form 2 attrition and how to calcuate this two types of attrition what will be the end result by calculating this form 1 & form 2 attrition....
By the way this posting is very useful thanks for sharing the information in forum...
Thanks & Regards,
Charan Kedar.C.
+91 98407 18607...
From United States, Palo Alto
1What is mean by form 1 & form 2 attrition and how to calcuate this two types of attrition what will be the end result by calculating this form 1 & form 2 attrition....
By the way this posting is very useful thanks for sharing the information in forum...
Thanks & Regards,
Charan Kedar.C.
+91 98407 18607...
From United States, Palo Alto
hi ANIL KUMAR its really very useful information , will u pls help me with a formula to calculate rate absentesium. regards ram
From India, Hyderabad
From India, Hyderabad
1. ORGANIZATIONAL EFFECTIVENESS
Revenue Factor
Revenue / Total FTE
Expense Factor
Operating Expense / Total FTE
Income Factor
(Revenue – Operating Expense) / Total FTE
Human Capital Value Added
Revenue – (Operating Expense – [Compensation Cost + Benefit Cost]) / Total FTE
Human Capital ROI
Revenue - (Operating Expense – [Compensation Cost + Benefit Cost]) / (Compensation Cost + Benefit Cost)
2. Human Resources Structure
HR Expense Percentage
HR Expense / Operating Expense
HR FTE Ratio
Total FTE / Total HR FTE
HR Exempt Percentage
HR Exempt FTE / Total HR FTE
HR Investment Factor
HR Expense / Total FTE
HR Separation Rate
HR Separations / HR Head Count
HR Structure Breakdown
HR FTE by Category / Total HR FTE
3. Compensation
Compensation Revenue Percentage
Compensation Cost / Revenue
Total Compensation Revenue Percentage
Compensation Cost + Benefit Cost) / Revenue
Total Labor Cost Revenue Percentage
(Compensation Cost + Benefit Cost + Other Labor Cost) / Revenue
Compensation Expense Percentage
Compensation Cost / Operating Expense
Total Compensation Expense Percentage
(Compensation Cost + Benefit Cost) / Operating Expense
Total Labor Cost Percentage
(Compensation Cost + Benefit Cost + Other Labor Cost) / Operating Expense
Compensation Factor
Compensation Cost / Workforce Head Count
Supervisor Compensation Factor
Supervisor Compensation Cost / Supervisor Head Count
Supervisor Compensation Percentage
Supervisor Compensation Cost / Compensation Cost
Executive Compensation Factor
Executive Compensation Cost / Executive Head Count
Executive Compensation Percentage
Executive Compensation Cost / Compensation Cost
4. Benefits
Benefits Revenue Percentage
Benefit Cost / Revenue
Benefit Expense Percentage
Benefit Cost / Operating Expense
Benefit Compensation Percentage
Benefit Cost / Compensation Cost
Health Care Factor
Medical and Medically Related Benefit Cost / Covered Employees
Workers Compensation Factor
Workers Compensation Cost / Workforce Head Count
Benefit Cost Breakdown
Benefit Cost by Category / Benefit Cost
5. Separations
Separation Rate
(Voluntary Separations + Involuntary Separations) / Head Count
Voluntary Separate Rate
Voluntary Separations / Head Count
Involuntary Separate Rate
Involuntary Separations / Head Count
Voluntary Separations by Length of Service
Voluntary Separations by Length of Service by Category / Voluntary Separations
6. Staffing
External Accession Rate
(External Add Hires + External Replacement Hires) / Head Count
Internal Accession Rate
(Internal Add Hires + Internal Replacement Hires) / Head Count
College Accession Rate
(College Add Hires + College Replacement Hires) / Head Count
External Add Rate
External Add Hires / Head Count
Internal Add Rate
Internal Add Hires / Head Count
College Add Rate
College Add Hires / Head Count
External Replacement Rate
External Replacement Hires / Head Count
Internal Replacement Rate
Internal Replacement Hires / Head Count
College Replacement Rate
College Replacement Hires / Head Count
External Cost per Hire
(External Hiring Cost X 1.1 Factor) / External Hires
Internal Cost per Hire
(Internal Hiring Cost X 1.1 Factor) / Internal Hires
Collegel Cost per Hire
(College Hiring Cost X 1.1 Factor) / College Hires
External Cost per Hire Breakdown
External Hiring Cost by Category / (External Hiring Cost X 1.1 Factor)
Internal Cost per Hire Breakdown
Internal Hiring Cost by Category / (Internall Hiring Cost X 1.1 Factor)
External Time to Fill
External Days to Fill / External Hires
Internal Time to Fill
Internal Days to Fill / Internal Hires
External Time to Start
External Days to Start / External Hires
Internal Time to Start
Internal Days to Start / Internal Hires
External Hires Offer Acceptance Rate
External Offers Accepted / External Offers Extended
Internal Hires Offer Acceptance Rate
Internal Offers Accepted / Internal Offers Extended
College Hires Offer Acceptance Rate
College Offers Accepted / College Offers Extended
Sign-on Bonus Percentage
Total Hires Receiving Sing-on Bonus / Total Hires
Supervisor Sign-on Bonus Percentage
Supervisor Hires Receiving Sing-on Bonus / Supervisor Hires
Executive Sign-on Bonus Percentage
Executive Hires Receiving Sing-on Bonus / Executive Hires
Sign-on Bonus Factor
Sign-on Bonus Cost / Total Hires Receiving Sign-on Bonus
Supervisor Sign-on Bonus Factor
Supervisor Sign-on Bonus Cost / Supervisor Hires Receiving Sign-on Bonus
Executive Sign-on Bonus Factor
Executive Sign-on Bonus Cost / Executive Hires Receiving Sign-on Bonus
7. Training and Development
Employees Trained Percentage
Employees Trained / Total Head Count
Training Cost Factor
Total Training Cost / Employees Trained
Training Cost Percentage
Total Training Cost / Operating Expense
Training Investment Factor
Total Training Cost / Total Head Count
Training Staff Ratio
Total FTE / Training Staff FTE
Training Cost per Hour
Total Training Cost / Total Training Hours
Internal Staff Training Hours Percentage
Internal Staff Training Hours Provided / Total Training Hours
External Staff Training Hours Percentage
External Staff Training Hours Provided / Total Training Hours
Jeswin Jose
MCC ,Chennai
From India, Bangalore
Revenue Factor
Revenue / Total FTE
Expense Factor
Operating Expense / Total FTE
Income Factor
(Revenue – Operating Expense) / Total FTE
Human Capital Value Added
Revenue – (Operating Expense – [Compensation Cost + Benefit Cost]) / Total FTE
Human Capital ROI
Revenue - (Operating Expense – [Compensation Cost + Benefit Cost]) / (Compensation Cost + Benefit Cost)
2. Human Resources Structure
HR Expense Percentage
HR Expense / Operating Expense
HR FTE Ratio
Total FTE / Total HR FTE
HR Exempt Percentage
HR Exempt FTE / Total HR FTE
HR Investment Factor
HR Expense / Total FTE
HR Separation Rate
HR Separations / HR Head Count
HR Structure Breakdown
HR FTE by Category / Total HR FTE
3. Compensation
Compensation Revenue Percentage
Compensation Cost / Revenue
Total Compensation Revenue Percentage
Compensation Cost + Benefit Cost) / Revenue
Total Labor Cost Revenue Percentage
(Compensation Cost + Benefit Cost + Other Labor Cost) / Revenue
Compensation Expense Percentage
Compensation Cost / Operating Expense
Total Compensation Expense Percentage
(Compensation Cost + Benefit Cost) / Operating Expense
Total Labor Cost Percentage
(Compensation Cost + Benefit Cost + Other Labor Cost) / Operating Expense
Compensation Factor
Compensation Cost / Workforce Head Count
Supervisor Compensation Factor
Supervisor Compensation Cost / Supervisor Head Count
Supervisor Compensation Percentage
Supervisor Compensation Cost / Compensation Cost
Executive Compensation Factor
Executive Compensation Cost / Executive Head Count
Executive Compensation Percentage
Executive Compensation Cost / Compensation Cost
4. Benefits
Benefits Revenue Percentage
Benefit Cost / Revenue
Benefit Expense Percentage
Benefit Cost / Operating Expense
Benefit Compensation Percentage
Benefit Cost / Compensation Cost
Health Care Factor
Medical and Medically Related Benefit Cost / Covered Employees
Workers Compensation Factor
Workers Compensation Cost / Workforce Head Count
Benefit Cost Breakdown
Benefit Cost by Category / Benefit Cost
5. Separations
Separation Rate
(Voluntary Separations + Involuntary Separations) / Head Count
Voluntary Separate Rate
Voluntary Separations / Head Count
Involuntary Separate Rate
Involuntary Separations / Head Count
Voluntary Separations by Length of Service
Voluntary Separations by Length of Service by Category / Voluntary Separations
6. Staffing
External Accession Rate
(External Add Hires + External Replacement Hires) / Head Count
Internal Accession Rate
(Internal Add Hires + Internal Replacement Hires) / Head Count
College Accession Rate
(College Add Hires + College Replacement Hires) / Head Count
External Add Rate
External Add Hires / Head Count
Internal Add Rate
Internal Add Hires / Head Count
College Add Rate
College Add Hires / Head Count
External Replacement Rate
External Replacement Hires / Head Count
Internal Replacement Rate
Internal Replacement Hires / Head Count
College Replacement Rate
College Replacement Hires / Head Count
External Cost per Hire
(External Hiring Cost X 1.1 Factor) / External Hires
Internal Cost per Hire
(Internal Hiring Cost X 1.1 Factor) / Internal Hires
Collegel Cost per Hire
(College Hiring Cost X 1.1 Factor) / College Hires
External Cost per Hire Breakdown
External Hiring Cost by Category / (External Hiring Cost X 1.1 Factor)
Internal Cost per Hire Breakdown
Internal Hiring Cost by Category / (Internall Hiring Cost X 1.1 Factor)
External Time to Fill
External Days to Fill / External Hires
Internal Time to Fill
Internal Days to Fill / Internal Hires
External Time to Start
External Days to Start / External Hires
Internal Time to Start
Internal Days to Start / Internal Hires
External Hires Offer Acceptance Rate
External Offers Accepted / External Offers Extended
Internal Hires Offer Acceptance Rate
Internal Offers Accepted / Internal Offers Extended
College Hires Offer Acceptance Rate
College Offers Accepted / College Offers Extended
Sign-on Bonus Percentage
Total Hires Receiving Sing-on Bonus / Total Hires
Supervisor Sign-on Bonus Percentage
Supervisor Hires Receiving Sing-on Bonus / Supervisor Hires
Executive Sign-on Bonus Percentage
Executive Hires Receiving Sing-on Bonus / Executive Hires
Sign-on Bonus Factor
Sign-on Bonus Cost / Total Hires Receiving Sign-on Bonus
Supervisor Sign-on Bonus Factor
Supervisor Sign-on Bonus Cost / Supervisor Hires Receiving Sign-on Bonus
Executive Sign-on Bonus Factor
Executive Sign-on Bonus Cost / Executive Hires Receiving Sign-on Bonus
7. Training and Development
Employees Trained Percentage
Employees Trained / Total Head Count
Training Cost Factor
Total Training Cost / Employees Trained
Training Cost Percentage
Total Training Cost / Operating Expense
Training Investment Factor
Total Training Cost / Total Head Count
Training Staff Ratio
Total FTE / Training Staff FTE
Training Cost per Hour
Total Training Cost / Total Training Hours
Internal Staff Training Hours Percentage
Internal Staff Training Hours Provided / Total Training Hours
External Staff Training Hours Percentage
External Staff Training Hours Provided / Total Training Hours
Jeswin Jose
MCC ,Chennai
From India, Bangalore
Dear Jose ji, Very informatin posting. But copy past of such a huge valume is not fare. Regards, PBS KUMAR
From India, Kakinada
From India, Kakinada
VERY INFORMATIF... WONDER IF U COULD SHARE WITH ME SOME OF THE REFERENCES Jackarea, Sabah, Malaysia
From Malaysia, Sibu
From Malaysia, Sibu
Dear Peer Mohamad, Thnks for sharing important info of HR wid us. Its very useful. Keep posting such kind of information of HR.
From India, Mumbai
From India, Mumbai
Hi,
So,attrition is not calculated as:
No. of attritions in a month/(Op HC+Cl HC)/2*100?
That way,cl HC would be op HC of previous month+new joinees-attritions.
But,your formula's denominator says (Headcount at the start of the period + Heads recruited during the period).that leaves out the attrition submission.....
I'm hignly confused reading all the posts on this formula.Pls. clarify.
From India, Calcutta
So,attrition is not calculated as:
No. of attritions in a month/(Op HC+Cl HC)/2*100?
That way,cl HC would be op HC of previous month+new joinees-attritions.
But,your formula's denominator says (Headcount at the start of the period + Heads recruited during the period).that leaves out the attrition submission.....
I'm hignly confused reading all the posts on this formula.Pls. clarify.
From India, Calcutta
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Attrition-rate. xls
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