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www.cet-hr.com
Competitive Edge Technology … www.cet-hr.com
PO Box 149, Ramsgate, NSW 2217, Australia
Tele: 61.2.9529 8170 Email: [email protected]
CONTACT US
HCM Mashup Builder
HR Metrics Data Sheet
Gamification
Social Enterprise
HR Metrics
Integration Platform
Mobile Delivery Custom Development
This data sheet describes what HR Metrics are important, how
to source the data and integrate it into a unified database and
how to build a dashboard on the Force.com platform to
present HR metrics and improve business performance
The following data sheet assumes you have downloaded and installed the HCM Mashup Builder from HR Cloud Solutions. If
not contact them now.
The HCM Mashup Builder platform framework product is free to CET clients.
You will need an Enterprise Edition of Salesforce.com to install the application.
All features described in the datasheet are available on the native Force.com platform.
Dashboard presentation
Unified database platform
Native Salesforce.com tools
Employee engagement
Performance improvement
Integrated metrics
Application development
Functional gap closure
Database extension
Mobile device suitable
Rapid deployment
Flexible back-end database
Simplified data import
Multiple sources
Data place-holders
Native Salesforce.com features
Chatter integration
Collaborative environment
The complete supplementary platform environment for
HCM system architecture - providing all of the modern
features expected by the HR user community
Step 1 – Decide what metrics are important for your business and
design a dashboard
Step 2 – Determine what data is needed to feed
the dashboard
Step 3 – Identify data sources and build extract programs to
import data into the HCM Mashup Builder
Step 4 – Map the incoming data to the HCM Mashup
Builder fields
Step 6 – For formula processing within the HCM Mashup Builder copy
and paste formulas from Wiki
Step 5 – Decide where the formula will be processed (at
source or after import)
Step 7 – Create new objects and fields if necessary to
accommodate incoming data and process formulas
Step 8 – Construct dashboard report and publish
HR Metrics Data Sheet - Overview
The diagram above illustrates the type of dashboards available in the native Force.com application.
Clients will need to decide the best type of graph or chart to demonstrate the trend managers need to be aware of and decide
the timeframe to be used to best highlight trends.
In order to build the formulas the client must decide where the data will come from and build the necessary integration bridge.
A list of HR Metrics and a list of reports can be downloaded from the HR Cloud Solutions website.
Competitive Edge Technology … www.cet-hr.com HR Metrics Data Sheet
Step 1 – Decide what metrics are important for your business and design a
dashboard
Sample metrics: The following two pages contain a list of sample metrics that may be used to graphically illustrate
trends and analysis of employee performance. A supporting document can be downloaded from the HR Cloud Solutions
website for a detailed list, information about formulas used and provision for clients to insert the data required and source.
An example of a metric is shown below and contains details for a formula to calculate the absence rate.
1. Attendance
1.1 Unscheduled Absence Rate
1.2 Unscheduled Absence Days Per Employee
1.3 Unscheduled Absence Breakdown
1.4 Schedule Flexibility Rate
1.5 PTO Utilization Rate
1.6 Compensation Value of Unscheduled Absences Per FTE
1.7 Absence Rate
2. Benefits
2.1 Benefits Total Compensation Rate
2.2 Benefits Satisfaction Index
2.3 Benefits Operating Expense Rate
2.4 Benefits Expense Type Breakdown
2.5 Benefits Expense Per FTE
3. Compensation
3.1 Average Workweek
3.2 Stock Incentive Eligibility Rate
3.3 Number of Options Exercised Per Employee
3.4 Net Proceeds of Options Per Employee Exercising
3.5 Equity Incentive Value Per Employee
3.6 Average Number of Options Per Employee
3.7 Upward Salary Change Rate
3.8 Total Compensation Expense Per FTE
3.9 Overtime Rate
3.10 Overtime Expense Per FTE
3.11 Market Compensation Ratio
3.12 Direct Compensation Expense Per FTE
3.13 Direct Compensation Breakdown
3.14 Direct Comp Operating Expense Rate
3.15 Compensation Satisfaction Index
3.16 Bonus Receipt Rate
3.17 Bonus Eligibility Rate
3.18 Bonus Compensation Rate
3.19 Bonus Actual To Potential Rate
3.20 Average Hourly Rate
4. Education/Development
4.1 Tuition Reimbursement Request Rate
4.2 Staffing Rate- High Potential
4.3 Staffing Rate- Graduate Degree
4.4 Educational Attainment Breakdown
4.5 Development Program Penetration Rate
5. Employee Relations
5.1 Industrial Dispute Absence Days Per FTE
5.2 Grievance Time To Resolve
5.3 Grievance Rate
5.4 External Complaint Factor
5.5 ADR Success Rate
6. Health/Safety.
6.1 Work-Related Injury Return Ratio
6.2 Workers Compensation Premium Per FTE
6.3 Lost Time Incident Rate
6.4 H&S Incidents Per 100 FTEs
6.5 H&S Incident Type Breakdown
6.6 H&S Expense Per FTE
6.7 H&S Expense Breakdown
6.8 Average Time Lost Per H&S Incident
7. HR Service Delivery
7.1 Contact Center: Service Level
7.2 Self-Service Penetration Rate
7.3 Contact Center: One-Call Resolution Rate
7.4 Contact Center: Satisfaction
7.5 Contact Center: Average Handle Time
7.6 HRIT Late Transaction Rate
7.7 HRIT Average Days To Entry
7.8 HR Technology Expense Rate
7.9 HR Revenue Per HR Employee
7.10 HR Revenue Expense Rate
7.11 HR Operating Expense Rate
7.12 HR Expense Per FTE
7.13 HR Expense Breakdown- Type
7.14 HR Expense Breakdown- Function
7.15 HR Staffing Rate
7.16 HR Staffing Coverage Ratio
7.17 HR Staffing Breakdown
7.18 HR Recruitment Source Ratio
7.19 HR Professional Staffing Mix Ratio
7.20 HR Mobility Rate
8. Internal Movement
8.1 Upward Mobility
8.2 Transfer Rate
8.3 Promotion Speed Ratio
8.4 Promotion Rate
8.5 Lateral Mobility
8.6 Internal Placement Rate
8.7 Internal Hire Rate
8.8 Cross-Function Mobility
8.9 Career Path Ratio
9. Management/Leadership
9.1 Successor Pool Growth Rate
9.2 Successor Pool Coverage
9.3 Positions Without Ready Candidates Rate
9.4 Manager Quality Index
9.5 Manager Instability Rate
9.6 LDP Prevalence Rate
9.7 Employee Satisfaction With Leadership
9.8 Cross-Function Mobility- Managers
10. Organization Effectiveness
10.1 R&D Expense Rate
10.2 New Products & Services Revenue Per FTE
10.3 Market Capitalization Per FTE
10.4 Intangible Asset Value Per FTE
10.5 Employee Stock Ownership Percentage
10.6 Corporate Expense Rate
10.7 Work Units Per FTE
10.8 Return on Human Investment Ratio
10.9 Other Labor Rate
10.10 Operating Revenue Per FTE
10.11 Operating Profit Per FTE
10.12 Operating Expense Per FTE
10.13 Human Investment Ratio
11. Payroll
11.1 Payroll Expense Per Employee
11.2 Payroll Error Rate
11.3 Overpayment Rate
11.4 Direct Deposit Participation Rate
11.5 Average Overpayment Value
12. Performance Management
12.1 Upward Review Rate
12.2 Self Review Rate
12.3 Performance Contingent Pay Prevalence
12.4 Performance-Based Pay Differential
12.5 Performance Rating Distribution
12.6 Performance Appraisal Participation Rate
12.7 Peer Review Rate
12.8 High Performer Growth Rate
12.9 Employee Upgrade Rate
12.10 Employee Turnaround Rate
12.11 Average Performance Appraisal Rating
13. Productivity
13.1 Employee Engagement Index
Competitive Edge Technology … www.cet-hr.com Sample Set of HR Metrics
Metrics provided courtesy of Mike West (MA-HRIR, SPHR, CMS)
14. Recruitment
14.1 Rehire Rate
14.2 Recruitment Source Ratio
14.3 Recruitment Source Breakdown
14.4 New Position Recruitment Ratio
14.5 New Position Recruitment Rate
14.6 Net Hire Ratio
14.7 External Hire Rate
15. Staffing Effectiveness
15.1 Turnover Cost Rate- < 1-Year Tenure
15.2 New Hire Turnover Contribution
15.3 Sign-On Bonus Rate
15.4 Referral Rate
15.5 Referral Conversion Rate
15.6 Recruitment Expense Breakdown
15.7 Recruitment Cost Per Hire
15.8 On-Time Talent Delivery Factor
15.9 Offer Acceptance Rate
15.10 New Hire Satisfaction With Recruiting
15.11 New Hire Performance Satisfaction
15.12 New Hire Failure Factor
15.13 Interviewee Ratio
15.14 Interviewee Offer Rate
15.15 Average Time to Start
15.16 Average Time to Fill
15.17 Average Sign-On Bonus Expense
15.18 Average Interviews Per Hire
15.19 Applicant Ratio
15.20 Applicant Interview Rate
16. Training
16.1 Training Total Compensation Expense Rate
16.2 Training Staff Ratio
16.3 Training Quality
16.4 Training Penetration Rate
16.5 Training Hours Per Occurrence
16.6 Training Hours Per FTE
16.7 Training Expense Per Employee
16.8 Training Course Content Breakdown
16.9 Training Channel Delivery Mix
16.10 Employee Satisfaction with Training
16.11 E-Learning Abandonment Rate
16.12 Average Training Class Size
17. Turnover/Retention
17.1 Turnover Cost Rate- < 1-Year Tenure
17.2 Termination Value Per FTE
17.3 Average Voluntary Termination Value
17.4 Average Termination Value
17.5 Offer Fit Index
17.6 Market Opportunity Index
17.7 Employee Retention Index
17.8 Employee Commitment Index
17.9 Voluntary Termination Rate
17.10 Termination Reason Breakdown
17.11 Termination Rate
17.12 Termination Breakdown By Performance
Rating
17.13 Retention Rate
17.14 New Hire Turnover Contribution
17.15 Involuntary Termination Rate
18. Workforce
18.1 Staffing Rate- Less than 1 Year Tenure
18.2 Organization Tenure Staffing Breakdown
18.3 Average Workforce Tenure
18.4 Staffing Rate- Union Employees
18.5 Staffing Rate- Temporary
18.6 Staffing Rate- Revenue Generating
18.7 Staffing Rate- Part Time
18.8 Staffing Rate- Managerial
18.9 Staffing Rate- Customer Facing
18.10 Staffing Rate- Corporate
18.11 Function Staffing Breakdown
18.12 Employment Level Staffing Breakdown
18.13 Employee Ownership Rate
18.14 EEO Job Category Staffing Breakdown
18.15 Customer-Facing Time Rate
18.16 Average Span of Control
18.17 Staffing Rate- Multilingual
18.18 Staffing Rate- Minority
18.19 Staffing Rate- Female
18.20 Staffing Rate- Disability
Competitive Edge Technology … www.cet-hr.com Sample Set of HR Metrics
Metrics provided courtesy of Mike West (MA-HRIR, SPHR, CMS)
Competitive Edge Technology … www.cet-hr.com HR Metrics Data Sheet
Step 2 – Determine what data is needed to feed the dashboard
CET offers a standardised database platform (HCM Mashup Builder) as a unified data source for information reporting. It is
also used for custom application development and application integration. The HCM Mashup Builder database contains over
100 objects built on the Force.com platform with over 2,500 fields for data collection and processing.
The HCM Mashup Builder data structure is based on the HR CSAS which is regularly updated to reflect common user
requirements.
Clients may add data elements to their downloaded version of the HCM Mashup Builder to reflect their own specific needs.
Clients may go to the HR Cloud Solutions Wiki and post a comment to include the data item in the next update, if they feel it
is a common requirements.
The diagram below illustrates the HR-CSAS data model with the Person object as the centre piece.
Legacy systems including systems of record and specialty products will most likely contain much of the data needed to
produce your HR Metrics. It is suggested that placeholders be set up in the database to accommodate incoming data that
may be used for your library of HR Metrics.
The HR-CSAS is a standardised database schema: You can download a copy of the latest version of the HR-CSAS that also
contains details on how to build custom applications on the Force.com platform
Competitive Edge Technology … www.cet-hr.com HR Metrics Data Sheet
Step 3 – Identify data sources and build extract programs to import data into
the HCM Mashup Builder
Step 4 – Map the incoming data to the HCM Mashup Builder fields
Once you know what data is required for your HR metrics the next step is locate where it is coming from: That is, what
application currently collects the data and where is it stored.
The placeholders that you have set up in your HCM Mashup Builder will be the destination for imported data.
To import data arrange for a CSV file (Excel spreadsheet) to be produced to extract the data from the current host system.
The next step is to map the incoming data to the HCM Mashup Builder fields. If you use the same field label in the CSV file
the Force.com Data Loader or custom object import facility will both map your data to the right field automatically. If the labels
are different you may have to manually map the fields. To download a PDF file to use as a template click here.
Competitive Edge Technology … www.cet-hr.com HR Metrics Data Sheet
Step 6 – For formula processing within the HCM Mashup Builder copy and
paste formulas from Wiki
To assist clients build formulas fields HR Cloud Solutions provide a Wiki aligned to the HR CSAS structure with formula
syntax already listed for some fields. Clients may copy and paste text to the HCM Mashup Builder field to save time and
effort.
Visitors to the Wiki are invited to paste reusable code in the fields to help others who have a common interest.
The diagram below shows other features available in the Wiki, including the Component Registry where developers may list
component products fro sale.
The diagram below illustrates how easy it is to locate the right field and copy and paste code to your application.
Step 5 – Decide where formulas will be processed (at source or after import)
As shown earlier there are formulas pre-defined for you. Formulas can be written and data prepared in the current host
system ready for reporting or formula fields can be used within the HCM Mashup Builder to prepare the data.
Competitive Edge Technology … www.cet-hr.com HR Metrics Data Sheet
Step 7 – Create new objects and fields if necessary to accommodate
incoming data and process formulas
Step 8 – Construct dashboard report and publish
When writing the report to construct the dashboard it is necessary to check all the fields are there. In some instances it will be
possible to manipulate data in the report writer but for repeatable reports that can be run every month or every day it is
advisable to set up pre-processed data. The diagram below illustrates a partial view of the HCM Mashup Builder object
database repository. By drilling down it can be established whether the data elements exists or if they need to be constructed.
The native Force.com application comes with a report writer and dashboard builder. Clients can design and build their own
library of reports and dashboards. The dashboard will access objects in the HCM Mashup Builder.
As data changes the dashboard can be refreshed to reflect the latest information automatically.
www.cet-hr.com
PO Box 149, Ramsgate, NSW 2217, Australia
Tele: 61.2.9529 8170 Email: [email protected]
CONTACT US
The right platform
• CET works with clients to determine what data is needed to create the information required for strategic decision making
• The next step is an inventory of whether that data resides in current systems or if new custom built application components are needed
• Clients are given access to a Force.com portal to input weighted data requirements
• Project teams are set up on Chatter to collaborate and agree weightings
• When input is finalized the client advises CET they are ready for best fit analysis and to obtain the most suitable list of products to consider
• CET works with clients to review data gaps and develop a strategy to close the gap
• CET, or partners, identify the most suitable third party products to solve the data gap and develop an integration strategy
The right data
• CET provides the HRIS common database platform, built on the Force.com technology platform and based on the HR CSAS database schema.
• CET integrates incoming data from different sources into the common database platform for information reporting.
• CET helps clients develop custom applications on the common platform using the HCM Mashup Builder from HR Cloud Solutions
• The common platform allows information to be delivered in a dashboard format on all types of devices, including mobile tablets such as iPads
• To create a common platform CET arranges to set up client with a Salesforce.com (SFDC) edition, if the client is not currently a SFDC customer
• CET helps clients download and install the packaged HCM Mashup Builder to accelerate custom development
To make the right decisions the business needs complete and accurate data at the right time, delivered in the
right format, available on the manager’s preferred device and able to be shared with the right people: Sounds
easy – but to achieve this it is necessary to identify the data needed, know what system it will be sourced
from, know how it will be extracted and consolidated in one location and understand how it will be accurately
maintained for management confidence. CET helps introduce a pragmatic solution based on the right
technology
John Macy – Founder of CET in 1994
• John Macy is one of the HR industry’s most experienced professionals
• As Manager HR Information and System for Qantas Airways in the 1990s John knows the importance of
accurate and timely information to guide Management decision making. Holding this important role through
some of Qantas’ most turbulent times, as they merged with Australian Airlines and went through cyclic
downturns in business, John worked closely with top management to monitor the airlines HR resources.
• Disappointed with the quality of systems on the external market John left Qantas and decided to form CET to
help bring about change in the industry.
• After waiting for generations of software to overcome middleware barriers and application development
deficiencies he decided to offer an open application framework and data standard to assist the industry to
develop the right kind of software needed by the HR business community.
In order to deploy the right solution CET use the products and services available from HR Cloud Solutions, including a Cloud based platform to house
the incoming data from multiple sources, a specification and selection tool to help clients identify the exact data they require and a database of product
capability to identify the best mix of products required to capture and process the data. In other words, all the components needed for success.
About Competitive Edge Technology Pty Ltd
• In 2007 he chose the Salesforce.com application development platform to build an open component-based application as a prototype, an
online system specification tool and best fit analyzer to help clients find the right combination of products in the marketplace.
• In 2010 he formed HR Cloud Solutions to package the product and services.
• Today he works with clients to apply the HR Cloud Solutions tools to identify the right data to produce the information needed to make the
best strategic decisions .
The right consulting team to bring it all together
Competitive Edge Technology … www.cet-hr.com HR Metrics Data Sheet