Systems cost to perform the process group "manage employee information" per $1,000 revenue

This measure calculates systems cost per $1,000 revenue to perform the process group "manage employee information." Core components of this process group include management reporting, employee information inquiry, employee data maintenance, content management, HRIS, employee metrics, and time and attendance processing. Systems costs include a variety of specific costs related to computer hardware/software, network maintenance, data storage, etc., and all fees paid to full-time, part-time, or temporary employees or independent contractors hired to perform these services. This measure is part of a set of Cost Effectiveness measures that help companies understand all cost expenditures related to the process "manage employee information."

Benchmark Data

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Measure Category:
Cost Effectiveness
Measure Id:
103375
Total Sample Size:
1,126 All Companies
Performers:
25th
– Median
– 75th
–
Key Performance
Indicator:
No

Compute this Measure

Units for this measure are dollars.

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((Percentage of internal cost to perform the process group "manage employee information" allocated to systems * Internal cost to perform the process group "manage employee information") / 100) / (Total business entity revenue * 0.001)

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.

Systems Cost

Systems costs include all expenses, paid or incurred, in conjunction with:

Computer hardware or computer software acquired by the organization or provided to the organization through service contracts.

Any related costs to process, service and maintain computer hardware or computer software. The costs of providing and maintaining services for each applicable process (e.g., computer system(s) processing (CPU) time, network/system communication charges, maintenance costs for applications and data storage). This includes the costs related to LANs, WANs, etc. This does not include one-time costs for major new systems developments/replacements. Consultant fees should not be included in depreciation of new system implementations. Include only those costs that occur more than six (6) months after implementation, as normal system maintenance costs. Any systems cost (e.g., maintenance) which is outsourced to a third party supplier should be captured in the separate cost category labeled outsourced cost.

Systems cost should include all salaries, overtime, employee benefits, bonuses or fees paid to full-time, part-time or temporary employees or independent contractors who perform services relating to computer hardware, computer software, processing or systems support.

Cost Effectiveness

Cost effectiveness measures are those in which two related variables, one of which is the cost and one of which is the related outcome related to the expenditure are used to determine a particular metric value.

Full-time Employee, Part-time Employee, and Temporary Employee

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)

  • 6.6.1 - Manage reporting processes (10522) - Providing information and reports regarding employees to management.
  • 6.6.2 - Manage employee inquiry process (10523) - Handling instances where an employee believes that he/she has been inappropriately treated or he/she desires clarification. Encourage employees to inquire when needed. Record and clarify the issues for which the enquiry has been made.
  • 6.6.3 - Manage and maintain employee data (10524) - Capturing and updating employee information and data and information on the employees.
  • 6.6.4 - Manage human resource information systems (HRIS) (10525) - Administering and maintaining HR information systems that take care of activities related to HR, accounting, management, and payroll.
  • 6.6.5 - Develop and manage employee metrics (10526) - Creating and maintaining performance metrics for employees. Create and manage a strategic system of data and statistics to accurately gauge each employee's information. Consider productivity metrics, efficiency metrics, training metrics, etc.
  • 6.6.6 - Develop and manage time and attendance systems (10527) - Developing and maintaining systems for managing the time and attendance of employees. Routinely upgrade the process and systems that track when employees start and stop work, the department where the work is performed, attendance in addition to tracking meals and breaks, the type of work performed, and the number of items produced.
  • 6.6.7 - Manage employee communication (10528)
    • 6.6.7.1 - Develop employee communication plan (10529) - Creating a plan for managing communication among employees. Inform employees of direction. Counter resistance with change management approaches. Seek specific areas of input to the decision-making process. Seek varying degrees of involvement and co-creation.
    • 6.6.7.2 - Manage/Collect employee suggestions and perform employee research (10530) - Procuring and handling suggestions from employees, and performing research on employees. Manage and analyze the programs that help the organization to tap into employee ideas for improving the organization's processes and/or products. Use surveys, focus groups, and other data-gathering methods to find out the attitudes, opinions, and feelings of members of an organization.
    • 6.6.7.3 - Manage employee grievances (10531) - Taking care or resolving any complaint raised by an employee by procedures provided for in a collective agreement, an employment contract, or by other mechanisms established by an employer.
    • 6.6.7.4 - Publish employee communications (10532) - Implementing the communication plan for employees. Initiate dialogues and engagement by monitoring the exchange of ideas and opinions, the development of personal relationships, etc.