Number of FTEs that perform HR administration activities per $1 billion revenue

This measure calculates the number of full-time equivalent (FTE) employees per $1 billion revenue that perform human relations (HR) administration activities, which include processing data; developing employee record and data structure; maintaining career-related, life-event, and employee status changes; secretarial/clerical work; and management reporting. It is part of a set of Process Efficiency measures that help companies optimize the performance of their "develop and manage human capital" process by minimizing waste and refining resource consumption.

Benchmark Data

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Measure Category:
Process Efficiency
Measure ID:
101031
Total Sample Size:
1,387 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
Yes

Sample image showing interactive filters for more detailed measure peer group data and an interactive graph.

Compute this Measure

Units for this measure are FTEs.

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Number of FTEs who perform HR administrative activities (exclude the activities for processing and distributing payments) / (Total business entity revenue * 0.000000001)

Key Terms

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Total Annual Revenue/Net Revenue

Total annual revenue is net proceeds generated from the sale of products or services. This should reflect the selling price less any allowances such as quantity, discounts, rebates and returns. If your business entity is a support unit and therefore does not directly generate revenue, then provide the revenue amount for the units you support. For government/non-profit organizations, please use your non-pass-through budget. For insurance companies the total annual revenue is the total amount of direct written premiums, excluding net investment income. Note: Business entity revenue needs to only include inter-company business segment revenue when the transactions between those business segments are intended to reflect an arm's length transfer price and would therefore meet the regulatory requirements for external revenue reporting.

FTE - (full-time equivalent employee)

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

Process efficiency

Process efficiency represents how well a process converts its inputs into outputs. A process that converts 100% of the inputs into outputs without waste is more efficient than one that converts a similar amount of inputs into fewer outputs.

Median

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.

Measure Scope

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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)