# Number of business entity employees per HR function FTE

This measure calculates the number of business entity employees (temporary, part-time, and full-time headcount) per human resources (HR) function full-time equivalent (FTE). It is part of a set of Staff Productivity measures that help companies assess the efficiency of their staff related to the process "develop and manage human capital."

## Benchmark Data

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Measure Category:
Staff Productivity
Measure ID:
100943
Total Sample Size:
3,068 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
Yes

## Compute this Measure

Units for this measure are employees.

`Number of business entity employees / Number of FTEs who perform the function "develop and manage human capital"`

## Key Terms

To calculate the number of full-time equivalents employed during the year for each respective process or activity, you must prorate the number of employees and the hours spent performing each process/activity. Assume that a full-time worker represents 40 hours per week. Provide the average number of full-time equivalents employed during the year for each respective process. Include full-time employees, part-time employees, and temporary workers hired during peak demand periods. Allocate only the portion of the employee's time that relates to or supports the activities identified for an applicable process. Prorate management and secretarial time by estimating the level of effort in support of each activity, by process.

For example, a part-time secretary in the finance department for XYZ, Inc. charges all of his time to finance department activities. He works 20 hours per week. The secretary splits his time evenly supporting employees working in the general accounting process and the financial reporting process. Thus, his time should be allocated by process. So, if he works throughout the year and supports these two processes, his time would be split evenly as:

20hrs/40hrs = .5FTE * 50% for general accounting = .25FTE for general accounting

20hrs/40hrs = .5FTE * 50% for financial reporting = .25FTE for financial reporting

Staff Productivity is a measure of the efficiency of individuals performing specific processes. Measures in staff productivity generally relate the transaction volume or outcome of the process with the effort in terms of full time equivalent employees to perform the process.

The metric value which represents the 50th percentile of a peer group. This could also be communicated as the metric value where half of the peer group sample shows lower performance than the expressed metric value or half of the peer group sample shows higher performance than the expressed metric value.

Full-time Employee

For the purpose of this survey, a regular full-time employee is hired for an indefinite period of time and is normally scheduled to work forty hours per week. Appointment is continuous, subject to satisfactory performance and availability of funding.

Part-time Employee

For the purpose of this survey, a regular part-time employee is hired for an indefinite period of time and is scheduled to work less than forty hours per week.

Temporary Employee

A temporary employee is employed for a finite period of time, to fulfill a time-limited role, or to fill the role of a permanent employee who is absent from work. The length of time an employee can work for the organization and be considered a temporary employee may be governed by employment legislation.

For survey purposes, a business entity is defined as an entity that:

1. performs significant aspects of the processes for the surveys identified, or
2. is part of a cost or revenue center within the company.

Within your organization, diverse departments may be geographically co-located, with closely integrated operations that form part of one "business entity" which may be a great distance apart. When trying to determine if related parts of your operation should be considered a single business entity, look for the following characteristics:

• Do they operate closely together?
• Do they serve many of the same customers?
• Do they support the same region or product group?
• Do they share any performance measures?
• Is data meaningful at a consolidated level?

Examples of business entity definition:

1. A general ledger accounting unit located in Germany has two groups. One performs general ledger accounting for the corporate headquarters, which has three business units. The other group does general ledger accounting for one of the three business units. In spite of their geographic co-location, their roles are substantially different and consolidating their data into a single response would make it less meaningful. Each group should be treated as a separate business entity.
2. Three business units within a corporation use a shared services center for accounts payable and expense reimbursement, but are self-supporting for the other financial processes. The best approach is to make the shared services centre a separate business entity for accounts payable and expense reimbursement, and to retain the three original business units for the other financial processes.
3. A global manufacturing company has five plant locations, each manufacturing product and each with its own logistics operations. For purposes of completing a manufacturing and logistics survey, they should be treated as five separate business entities.

## Measure Scope

### Cross Industry (7.3.1)

• 7.1 - Develop and manage human resources (HR) planning, policies, and strategies (17043)
• 7.1.1 - Develop human resources strategy (20958)
• 7.1.1.1 - Identify strategic HR needs (10418)
• 7.1.1.2 - Define HR and business function roles and accountability (10419)
• 7.1.1.3 - Determine HR function roles and structure (21430)
• 7.1.1.4 - Determine HR delivery model (21431)
• 7.1.1.5 - Determine HR costs (10420)
• 7.1.1.6 - Establish HR measures (10421)
• 7.1.1.7 - Communicate HR strategies (10422)
• 7.1.1.8 - Develop strategy for HR systems/technologies/tools (10432)
• 7.1.1.9 - Manage employer branding (20606)
• 7.1.1.10 - Manage job families and positions (21432)
• 7.1.2 - Develop and implement workforce strategy and policies (17045)
• 7.1.2.1 - Perform workforce planning (10423)
• 7.1.2.2 - Perform operational workforce planning (10424)
• 7.1.2.3 - Develop compensation strategy (10425)
• 7.1.2.3.1 - Establish incentive strategy (10210)
• 7.1.2.4 - Develop succession plan (10426)
• 7.1.2.5 - Develop high performers/leadership programs (16938)
• 7.1.2.6 - Develop diversity, equity, and inclusion plan (10427)
• 7.1.2.7 - Implement diversity, equity, and inclusion plan (21433)
• 7.1.2.8 - Design talent development program (11622)
• 7.1.2.9 - Design talent acquisition program (11623)
• 7.1.2.10 - Develop other HR programs (10428)
• 7.1.2.11 - Develop HR policies (10429)
• 7.1.2.12 - Administer HR policies (10430)
• 7.1.2.13 - Plan employee benefits (10431)
• 7.1.2.14 - Develop workforce strategy models (10433)
• 7.1.2.15 - Implement workforce strategy models (20122)
• 7.1.3 - Monitor and update strategy, plans, and policies (10417)
• 7.1.3.1 - Measure realization of objectives (10434)
• 7.1.3.2 - Measure contribution to business strategy (10435)
• 7.1.3.3 - Communicate plans and provide updates to stakeholders (10436)
• 7.1.3.4 - Review and revise HR plans (10438)
• 7.1.4 - Develop competency management models (17046)
• 7.2 - Recruit, source, and select employees (10410)
• 7.2.1 - Manage employee requisitions (10439)
• 7.2.1.1 - Align staffing plan to work force plan and business unit strategies/resource needs (10445)
• 7.2.1.2 - Develop and maintain job descriptions (10447)
• 7.2.1.3 - Open job requisitions (10446)
• 7.2.1.4 - Post job requisitions (10448)
• 7.2.1.5 - Modify job requisitions (10450)
• 7.2.1.6 - Notify hiring manager (10451)
• 7.2.1.7 - Manage requisition dates (10452)
• 7.2.2 - Recruit/Source candidates (10440)
• 7.2.2.1 - Determine recruitment methods and channels (10453)
• 7.2.2.2 - Perform recruiting activities/events (10454)
• 7.2.2.3 - Manage recruitment vendors (10455)
• 7.2.2.4 - Manage employee referral programs (17047)
• 7.2.2.5 - Manage recruitment channels (17048)
• 7.2.3 - Screen and select candidates (20123)
• 7.2.3.1 - Identify and deploy candidate selection tools (10456)
• 7.2.3.2 - Interview candidates (10457)
• 7.2.3.3 - Test candidates (10458)
• 7.2.3.4 - Select and reject candidates (10459)
• 7.2.4 - Manage new hire/re-hire (10443)
• 7.2.4.1 - Draw up and make offer (10463)
• 7.2.4.2 - Negotiate offer (10464)
• 7.2.4.3 - Hire candidate (10465)
• 7.2.5 - Manage applicant information (10444)
• 7.2.5.1 - Obtain candidate background information (10460)
• 7.2.5.2 - Create applicant record (10466)
• 7.2.5.3 - Manage/track applicant data (10467)
• 7.2.5.3.1 - Complete position classification and level of experience (20124)
• 7.2.5.4 - Archive and retain records of non-hires (10468)
• 7.3 - Manage employee onboarding, training, and development (20599)
• 7.3.1 - Manage employee orientation and deployment (10469)
• 7.3.1.1 - Create/maintain employee onboarding program (10474)
• 7.3.1.1.1 - Develop employee induction program (10477)
• 7.3.1.1.2 - Maintain/Update employee induction program (10478)
• 7.3.1.2 - Evaluate the effectiveness of the employee onboarding program (11243)
• 7.3.1.3 - Execute onboarding program (17050)
• 7.3.2 - Manage employee performance (10470)
• 7.3.2.1 - Define employee performance objectives (10479)
• 7.3.2.2 - Review employee performance (21434)
• 7.3.2.3 - Manage employee performance (21435)
• 7.3.2.4 - Evaluate and review performance program (10481)
• 7.3.3 - Manage employee career development (10472)
• 7.3.3.1 - Define employee development guidelines (10487)
• 7.3.3.2 - Develop employee career plans and career paths (10488)
• 7.3.3.3 - Manage employee skill and competency development (17051)
• 7.3.4 - Develop and train employees (10473)
• 7.3.4.1 - Align employee with organization development needs (10490)
• 7.3.4.2 - Define employee competencies and skills (16940)
• 7.3.4.3 - Align learning programs with competencies and skills (10491)
• 7.3.4.4 - Establish training needs by analysis of required and available skills (10492)
• 7.3.4.5 - Develop, conduct, and manage employee and/or management training programs (10493)
• 7.3.4.6 - Manage examinations and certifications (20125)
• 7.3.4.6.1 - Liaise with external certification authorities (20126)
• 7.3.4.6.2 - Administer certification tests (20127)
• 7.3.4.6.3 - Appraise experience qualifications (20128)
• 7.3.4.6.4 - Administer certificate issue and maintenance (20129)
• 7.3.4.7 - Monitor and evaluate learning programs (21436)
• 7.4 - Manage employee relations (17052)
• 7.4.1 - Manage labor relations (10483)
• 7.4.2 - Manage collective bargaining process (10484)
• 7.4.3 - Manage labor management partnerships (10485)
• 7.4.4 - Manage employee grievances (10531)
• 7.4.5 - Understand legal and regulatory environment (21437)
• 7.5 - Reward and retain employees (10412)
• 7.5.1 - Develop and manage reward, recognition, and motivation programs (21438)
• 7.5.1.1 - Develop salary/compensation structure and plan (10498)
• 7.5.1.2 - Develop benefits and rewards plan (10499)
• 7.5.1.3 - Perform competitive analysis of benefits and rewards (10500)
• 7.5.1.4 - Identify compensation requirements based on financial, benefits, and HR policies (10501)
• 7.5.1.5 - Administer compensation and rewards to employees (10502)
• 7.5.1.6 - Reward and motivate employees (10503)
• 7.5.1.7 - Review retention and motivation indicators (10510)
• 7.5.1.8 - Review compensation plan (10511)
• 7.5.2 - Manage and administer benefits (10495)
• 7.5.2.1 - Deliver employee benefits program (10504)
• 7.5.2.2 - Administer benefit enrollment (10505)
• 7.5.2.3 - Process claims (10506)
• 7.5.2.4 - Perform benefit reconciliation (10507)
• 7.5.3 - Manage employee assistance and retention (21439)
• 7.5.3.1 - Deliver programs to support work/life balance for employees (10508)
• 7.5.3.1.1 - Manage flexible working (21440)
• 7.5.3.2 - Develop family support systems (10509)
• 7.5.4 - Administer payroll (10497)
• 7.6 - Redeploy and retire employees (10413)
• 7.6.1 - Manage promotion and demotion process (10512)
• 7.6.2 - Manage separation (10513)
• 7.6.3 - Manage retirement (10514)
• 7.6.4 - Manage leave of absence (10515)
• 7.6.5 - Develop and implement employee outplacement (10516)
• 7.6.6 - Manage workforce scheduling (20132)
• 7.6.6.1 - Receive required resources/skills and capabilities (20133)
• 7.6.6.2 - Manage resource deployment (10517)
• 7.6.7 - Relocate employees and manage assignments (17055)
• 7.6.7.1 - Manage expatriates (10520)
• 7.7 - Manage employee information and analytics (17056)
• 7.7.1 - Manage reporting processes (10522)
• 7.7.2 - Manage employee inquiry process (10523)
• 7.7.3 - Manage and maintain employee data (10524)
• 7.7.4 - Manage human resource information systems HRIS (10525)
• 7.7.5 - Develop and manage employee measures (10526)
• 7.7.6 - Develop and manage time and attendance systems (10527)
• 7.7.7 - Develop workforce analytics (21441)
• 7.7.7.1 - Determine stakeholder requirements (21442)
• 7.7.7.2 - Identify research questions (21443)
• 7.7.7.3 - Select workforce analysis methodology (21444)
• 7.7.7.4 - Identify workforce data sources (21445)
• 7.7.7.5 - Gather workforce data (21446)
• 7.7.8 - Implement workforce analytics (21447)
• 7.7.8.1 - Transform workforce analysis data (21448)
• 7.7.8.2 - Develop insights into workforce analytics outcomes (21449)
• 7.7.8.3 - Communicate workforce analysis outcomes (21450)
• 7.7.9 - Manage/Collect employee suggestions and perform employee research (10530)
• 7.8 - Manage employee communication (21451)
• 7.8.1 - Develop employee communication plan (10529)
• 7.8.2 - Conduct employee engagement surveys (16944)
• 7.8.3 - Deliver employee communications (10532)