Personnel cost to perform the process "manage employee relations" as a percentage of total process cost

This measure calculates the percentage of the total cost to perform the process "manage employee relations" that comes from personnel cost. Core components of this process include the policies and practices concerned with the management and regulation of relationships between the organization, the individual staff member, and groups of staff within the working environment. Personnel cost refers to employee salaries/wages, bonuses, benefits, etc. This measure is part of a set of Supplemental Information measures that help companies evaluate additional variables not covered elsewhere for the "manage employee relations" process.

Benchmark Data

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Measure Category:
Supplemental Information
Measure ID:
104708
Total Sample Size:
564 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
No
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Compute this Measure

Units for this measure are percent.

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(Percentage of total cost to perform the process "manage employee relations" allocated to internal costs * Percentage of internal cost to perform the process "manage employee relations" allocated to personnel costs) / 100

Key Terms

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Personnel cost is the cost associated with personnel compensation and fringe benefits of employees (i.e., those classified as FTEs which includes both full-time and salaried/hourly employees) contributing to each respective process. Personnel cost should include all of the following costs.

Employee Compensation: Includes salaries and wages, bonuses, overtime and benefits.

Fringe: Includes contributions made towards the employees' government retirement fund, workers compensation, insurance plans, savings plans, pension funds/retirement plans, and stock purchase plans. This should also include special allowances, such as relocation expenses and car allowances.

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.

Measure Scope

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Cross Industry (6.0.0)

  • 6.3.3.1 - Manage health and safety (10482)
  • 6.3.3.2 - Manage labor relations (10483) - Managing labor relations, the collective bargaining process, and the relationships between the labor and management. Take care of employee grievances.
  • 6.3.3.3 - Manage collective bargaining process (10484) - Managing any negotiations between an employer and a group of employees that determine the conditions of employment. Engage employees to reach agreements in regulating working conditions.
  • 6.3.3.4 - Manage labor management partnerships (10485) - Handling partnerships between labor and management. Develop a lasting two-way relationship that is beneficial for the labor, management, and the organization.