In the previous article, the author gave a brief explanation of the more common human efficiency classifications on the market"Human Efficiency: The Foothold of Enterprises Continuing to Strive for Excellence (2)"., the author will start with nextinputs, input-output returns, people themselvesand so on, and pull all kinds of things with youHuman efficiency data
Input classes
The input human-like data shows what resources the enterprise has invested at the human level, and what scale and extent it has invested, such as time, cost, and ......The following data are common:
3. Total cost of recruitment, average cost of recruitment, completion rate of recruitment budget, key positions....
The four data belong to the recruitment-related cost category of labor cost, where:
(1) Total cost of recruitmentIt refers to all kinds of direct and indirect costs arising from or related to recruitment in a certain period, reflecting the degree of use of recruitment costs and the importance that enterprises attach to recruitment.
Direct costs include functional fees and membership fees for various types of recruitment**, registration fees for job fairs or school recruitment, recruitment on-site activities and operating expenses, recruitment** or intermediary or headhunting fees, fees for the use of various recruitment tools (such as personality assessments), internal incentive bonuses, etc., indirect costs include salaries, bonuses and benefits for recruiters, labor costs for the company's non-human resources to participate in interviews, and training fees for recruitment.
(2) Average recruitment costIt refers to the cost of the total recruitment cost after the total recruitment cost is evenly distributed to each recruited employee in a certain period, reflecting the recruitment cost that an enterprise needs to bear for each new employee hired in a certain period. The calculation formula is: total cost of recruitment Total number of employees * 100%.
(3) Recruitment budget completion rateIt refers to the ratio and ratio of the actual total cost of recruitment to the budgeted recruitment cost in a certain period, which reflects the implementation of the recruitment cost plan in a certain period. The calculation formula is: total recruitment cost (actual) recruitment cost budget * 100%.
(4) Related to key positionsIt refers to the above types of data for specific groups, that is, the total cost of recruitment for key positions, the average recruitment cost of key positions, and the completion rate of recruitment budgets for key positions.
The reason why the key positions are taken out separately is that in terms of business, operation and even strategy, the supporting role of key positions is irreplaceable, and in terms of talent management, whether it is job review, post personnel evaluation, or incentive and retention focus, talent reserve, etc., the management of key positions is always in the first priority.
Therefore, for enterprises that have a certain management foundation in recruitment management and talent management and pursue refined management, they can take a separate look at the relevant recruitment cost data for key positions.
It should be noted that the above four indicators only reflect a part of the results of recruitment in the actual use process, and need to be observed and analyzed together with other recruitment results, so as to comprehensively evaluate the recruitment management effect, for example, it can be combined with the completion rate of the recruitment plan, retention rate or turnover rate, etc., and even the absenteeism rate, the regularization rate, the promotion rate and other employee work behavior performance or performance performance data can also be observed and analyzed.
Furthermore, the difference between the recruitment cost data and the average labor cost and labor cost content is that the significance of this kind of data comparison to the industry and listed companies may be limited for two reasons:
First, recruitment cost data is strongly correlated with enterprise scale and development stage, talent strategy, recruitment strategy, etc., so the reference value of industry and other enterprise data is limited.
Second, compared with the average labor cost and labor cost content of the industry or listed company that can be obtained almost directly or simply calculated, the recruitment cost data is more difficult and less accurate.
Therefore, for recruitment cost data, enterprises can focus more on self-examination and self-inspection.
What other data can be used to show the human-like effect of input? Stay tuned for details.