HR785_ Human Resource Strategy- Exploring HR Metrics

In this assignment, students will review job positions in different industries to determine appropriate HR metrics for those job positions.

Directions:

Select 3 different industries, and for each industry select 2 job positions within that industry to determine HR metrics that would be appropriate to use for those job positions. Select at least 3 HR metrics for each position. Please reference the HR Metrics cheat sheet provided in module 3 in order to select metrics. Explain why each metric was selected for the corresponding job position. Based on the directions provided, students will have a total of 6 job positions to evaluate. For each job position, students will select 3 HR metrics.

If issues arise in selecting industries and job positions, reference O*Net Online (Links to an external site.) to assist in determining industries and job positions.

Food and Beverage

Food preparation workers-Turnover rate, Cost of turnover, Cost per hire

• The turnover rate was selected because food and beverage such as specialty food stores and grocery stores are known to have high turnover rates. Employees are always leaving rather voluntarily or involuntarily. Using this specific metric will help in determining what the average rate is and the reasons why there is a high turnover rate and how to lower it.

• Cost of turnover because hiring an employee is expensive so when there is a turnover rate, this can be looked at with how much they are spending when an employee is no longer with the company and how to get the cost down.

• Cost per hire was used because hiring employees is costly and with this metric used, being more intentional with who is being hired helps in keeping the cost down and also helps to make sure the right candidates are hired.

Stock clerks and order fillers-Average length of service, selection ratio, and Labor cost percentage of total expenses

• The average length of service is used as a metric due to stocking and filling orders… the time used to get this done in a timely manner and making sure products are ordered and stocked in a timely manner for consumers.

• The selection ratio is used as a metric in who can get the service done in a timely manner and how many are being used to get the task done.

• Labor cost percentage of total expenses, this metric being used to determine how much is being used so that the employee is getting the job done and how much everything costs altogether.

Clothing and clothing accessories stores

Cashiers-Average Age, Satisfaction Rate, Vacancy Rate

• Average age can be used as a metric when it comes to deciding the culture of the store. Depending on what kind of clothing and clothing accessories are being sold, there is usually an average age group where everyone is around the same age

• The satisfaction rate metric can be used when determining if employees are happy. In this specific industry and job position, cashiers are usually unhappy, overworked, and stressed. This metric can help in determining who is and isn’t satisfied and what changes can be made to make sure employees are in fact happy.

• The vacancy rate metric being used in this specific industry is helpful when determining how many positions are needed to be filled and if they aren’t filled analyzing why

First-line supervisors/managers of retail sales workers-Training expenses per employee, Engagement rate, Hiring manager satisfaction

• Training expenses per employee being used as supervisors and managers are the ones who are usually hiring potential candidates, so making sure every employee is trained and what kind of expenses are being used in training and if it’s working or not

• Engagement being used as employees in this field are always engaged not only with consumers but with each other as well, so making sure the engagement rate is well and if not then determining why and how to improve it, as engagement helps with performance

• Hiring manager satisfaction being used as determining what hires are performing well in a time span and what can be done to improve their performance

Nursing and Residential Care Facilities

Home health aides- Overtime per employee, Absence rate, Average distance from home

• Overtime per employee metric being used as this industry is a 24/hour industry and workers are always needed in assisting those living in nursing and residential care facilities

• Absence in their call outs, so make sure those people have a fill-in and someone else is able to help

• The average distance from home, a lot of these work where their clients are so this can range from the client's actual home or facility, this can include mileage for employees and how much gas they are using, not to mention they also have to sometimes take these clients places such as appointments, etc.

Medical and health services managers-Time to fill, vacancy rate, training efficiency

• Time to fill is being used to make sure the positions are being filled in a timely manner and as needed. This industry is always constantly needing people, so helps in determining that and when the position is needed and making clients are being constantly served

• Vacancy metric being used to fill open positions as needed which can range from different areas and such. This always gives a number to make sure there are enough employees

• Training efficiency metric as in this field, it is important to know what you are doing. So not having employees being trained and just allowing them to work causes low performance in this field which can hurt the clients.