Dear All,
In our Company we have a policy to prepare a Monthly Review Paramenters for each and every dept concerned, this information has to be sent to our Head Incharges, and Managing Director,
From Our Hr dept I usually send the present status of the team (i.e the projects they are in to ) No of New Inductees with full details, Attrition for the respective month, and attendance status, I feel these are all very routine and common works, Could you all suggest me What more can be reviewed and put on the records, apart from competencies and appraisal's
Please let me know the details of the same at the earliest.
waiting for your response.
Cordially
Srilatha
From India, Hyderabad
9In our Company we have a policy to prepare a Monthly Review Paramenters for each and every dept concerned, this information has to be sent to our Head Incharges, and Managing Director,
From Our Hr dept I usually send the present status of the team (i.e the projects they are in to ) No of New Inductees with full details, Attrition for the respective month, and attendance status, I feel these are all very routine and common works, Could you all suggest me What more can be reviewed and put on the records, apart from competencies and appraisal's
Please let me know the details of the same at the earliest.
waiting for your response.
Cordially
Srilatha
From India, Hyderabad
Some metrics that you can add are
METRIC
A. Personnel Costs as a percentage of overall budget (include over time)
B. Average annual salary/benefits costs per employee
C. Diversity (percentage of minorities)
D. Cost for central HR office as ratio to number of employees ($110/per)
E. Ratio of commonwealth employees to state population
F. Number of vacancies filled
· New Hires
· Promotions
· Demotions
· Transfers
A. Average Sick leave usage
B. Span of control
C. Percentage of completed and current EPR's (employee engagement in process)
D. Number of Individual Development Plans (employee engagement in process)
E. Number and percentage of agencies with an active Workforce/Succession Plan
E. Percentage training costs to payroll
F. Ratio of HR Staff to employees in agencies
G. Separation rate (percentage) voluntary and non-retirement
I. Turnover:
· Voluntary
· Involuntary
· Retirement
Out of 91,728 Commonwealth employees, 60.2% or 55,224 employees have access to ESS.
A. Employee Personal Information - ESS updates
· Number of updates in employee personal information
· Number of pay statements returned
B. Retirement Administration - Final Payment
· Number of retirements processed
· Average time from the separation date to provide report to SERS that all retirement covered earnings have been processed by HR/PR
C. Benefits Administration
· Discontinued Coverage - Average time from input of the separation action of state employee to the effective date of separation
· Matching Records - Number of state employees identified in SAP who have plans not matching PEBTF designation
· Agency Contributions - Number of eligible employees for whom the agencies should have been making contributions but were not
D. Pay Statements - New Hires
· Average time from hire date to input into system
E. Placement
· Time to Fill
A. To continuously improve the Human Resources system, through review, streamlining and modernizing of HR policies, rules, programs, and processes.
B. To provide leadership in the transformation of state government's core administration business processes through the implementation of Enterprise Resource Planning initiative, Integrated Enterprise System.
C. To sustain strong and productive relationships with the unions
· Contract administration and training
· Number of AGP grievances processed and resolved
· Number of SGP grievance responses
· Number of responses to classification grievances
D. To maximize our human capital by effectively attracting, developing, training, and retaining, human resources.
· Training and Development
·Cost per contact hour of management/supervisory training offered by HRD Division
·Participant quality feedback
· Web-based training
·Cost per contact hour of mandated training
· Classification and Pay
·Classification Plan maintenance actions
· State Employee Assistance Program
·Percentage of mandatory clients who complete treatment and remain employed after one year
·Number of critical incident services
·Percentage of employees whose performance has improved post independent psychological evaluation
E. To advance the cost-savings and streamlining priorities of the administration
· Bureau of Management Consulting
·Number of consulting projects
·Percentage of clients highly satisfied
· Temporary Clerical Pool
·Utilization of staffing contractors as a percent of total hours billed.
· Workplace Safety/Workers Compensation
· Number of lost days due to work related injuries
F. To intensify efforts in assuring, valuing, and managing a diverse workforce
· Discrimination prevention
·Contact hours of consultation and technical assistance to agencies
· Investigation and training
·Number of complaints investigated and resolved
Agencies under Governor's jurisdiction
OA, BEEO
· Recruitment and advancement to assure diversity at all levels
G. To provide relevant, high quality professional development, technical assistance, and leadership to agency human resource and HRD professionals.
· Number of classification requests answered by OA
· HR briefings and trainings (Contact Hours) TOTAL
a. IES Trainings
b. Training Officer Meetings
c. EEO Officer Meetings
d. Disability Service Coordinator Meetings
e. EEO Trainings
f. Classification Chiefs Meetings
g. Classification Trainings
h. HRMT Trainings
i. Benefits/HR Service Coordinator Meetings
j. SEAP Coordinator Meetings
k. SECA Coordinator Meetings
l. Transaction Chiefs Meetings
m. Labor Relations Coordinator Meetings
n. PAR Coordinator Sessions
o. IRIS Trainings
p. PAR Demonstrations
q. Any additional categories that would be applicable
· HR Consultations
· Technical assistance to Agency HR Offices
From India, Mumbai
METRIC
A. Personnel Costs as a percentage of overall budget (include over time)
B. Average annual salary/benefits costs per employee
C. Diversity (percentage of minorities)
D. Cost for central HR office as ratio to number of employees ($110/per)
E. Ratio of commonwealth employees to state population
F. Number of vacancies filled
· New Hires
· Promotions
· Demotions
· Transfers
A. Average Sick leave usage
B. Span of control
C. Percentage of completed and current EPR's (employee engagement in process)
D. Number of Individual Development Plans (employee engagement in process)
E. Number and percentage of agencies with an active Workforce/Succession Plan
E. Percentage training costs to payroll
F. Ratio of HR Staff to employees in agencies
G. Separation rate (percentage) voluntary and non-retirement
I. Turnover:
· Voluntary
· Involuntary
· Retirement
Out of 91,728 Commonwealth employees, 60.2% or 55,224 employees have access to ESS.
A. Employee Personal Information - ESS updates
· Number of updates in employee personal information
· Number of pay statements returned
B. Retirement Administration - Final Payment
· Number of retirements processed
· Average time from the separation date to provide report to SERS that all retirement covered earnings have been processed by HR/PR
C. Benefits Administration
· Discontinued Coverage - Average time from input of the separation action of state employee to the effective date of separation
· Matching Records - Number of state employees identified in SAP who have plans not matching PEBTF designation
· Agency Contributions - Number of eligible employees for whom the agencies should have been making contributions but were not
D. Pay Statements - New Hires
· Average time from hire date to input into system
E. Placement
· Time to Fill
A. To continuously improve the Human Resources system, through review, streamlining and modernizing of HR policies, rules, programs, and processes.
B. To provide leadership in the transformation of state government's core administration business processes through the implementation of Enterprise Resource Planning initiative, Integrated Enterprise System.
C. To sustain strong and productive relationships with the unions
· Contract administration and training
· Number of AGP grievances processed and resolved
· Number of SGP grievance responses
· Number of responses to classification grievances
D. To maximize our human capital by effectively attracting, developing, training, and retaining, human resources.
· Training and Development
·Cost per contact hour of management/supervisory training offered by HRD Division
·Participant quality feedback
· Web-based training
·Cost per contact hour of mandated training
· Classification and Pay
·Classification Plan maintenance actions
· State Employee Assistance Program
·Percentage of mandatory clients who complete treatment and remain employed after one year
·Number of critical incident services
·Percentage of employees whose performance has improved post independent psychological evaluation
E. To advance the cost-savings and streamlining priorities of the administration
· Bureau of Management Consulting
·Number of consulting projects
·Percentage of clients highly satisfied
· Temporary Clerical Pool
·Utilization of staffing contractors as a percent of total hours billed.
· Workplace Safety/Workers Compensation
· Number of lost days due to work related injuries
F. To intensify efforts in assuring, valuing, and managing a diverse workforce
· Discrimination prevention
·Contact hours of consultation and technical assistance to agencies
· Investigation and training
·Number of complaints investigated and resolved
Agencies under Governor's jurisdiction
OA, BEEO
· Recruitment and advancement to assure diversity at all levels
G. To provide relevant, high quality professional development, technical assistance, and leadership to agency human resource and HRD professionals.
· Number of classification requests answered by OA
· HR briefings and trainings (Contact Hours) TOTAL
a. IES Trainings
b. Training Officer Meetings
c. EEO Officer Meetings
d. Disability Service Coordinator Meetings
e. EEO Trainings
f. Classification Chiefs Meetings
g. Classification Trainings
h. HRMT Trainings
i. Benefits/HR Service Coordinator Meetings
j. SEAP Coordinator Meetings
k. SECA Coordinator Meetings
l. Transaction Chiefs Meetings
m. Labor Relations Coordinator Meetings
n. PAR Coordinator Sessions
o. IRIS Trainings
p. PAR Demonstrations
q. Any additional categories that would be applicable
· HR Consultations
· Technical assistance to Agency HR Offices
From India, Mumbai
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Monthly Review Sales (September).ppt
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Monthly Performance Review.docx