Other cost to perform the processes "manage employee development" and "develop and train employees" as a percentage of total process cost
This measure calculates the percentage of the total cost to perform the processes "manage employee development" and "develop and train employees" that comes from other cost (i.e. costs other than personnel, equipment, material, systems, or outsourced costs). These two processes include creating short- and long-term career goals; reviewing organizational career ladders; identifying course/training opportunities; arranging training locations/trainers; delivering training; and crediting employees for completing training. This measure is part of a set of Supplemental Information measures that help companies evaluate additional variables not covered elsewhere for the "develop and counsel employees" process.
Benchmark Data
25th | Median | 75th |
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- | - | - |

Compute this Measure
Units for this measure are percent.
(Percentage of internal cost to perform the processes "manage employee development" and "develop and train employees" allocated to costs other than personnel, systems, and overhead*Internal cost to perform the processes "manage employee development" and "develop and train employees")/Total cost to perform the processes "manage employee development" and "develop and train employees"
Key Terms
Other costs are costs associated with the specified process, but not specifically covered in personnel cost, systems cost, overhead cost and outsourced cost in this questionnaire. These other costs include costs for supplies and office equipment, travel, training and seminars. Include the cost of telephones, except for that portion captured in systems cost.
Supplemental information is data that APQC determines is relevant to decision support for a specific process, but does not fit into the other measure categories such as cost effectiveness, cycle time, or staff productivity.
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.