![]() ![]() Source: SHRM Benchmarking: Human Capital Report (selection criteria: overview). Salaries as a percentage of operating expenseĪverage salary percentage used for executive bonusesĪverage salary percentage used for nonexecutive bonusesĪverage flat-rate bonus awarded for nonexecutives In the Human Capital reports, some of the compensation metrics are presented as in this example from the overview report: "If they see, for instance, that they are spending less than the median in comparison to their competitors, they have an argument for potentially spending a bit more for hiring, especially if they're having challenges in that area." "Members can select the industry, sector, organization size or region in which they're competing for talent and then view tables showing costs at the 25th percentile, the median, the 75th percentile and the average," Scheetz said. Source: SHRM Benchmarking: Talent Access Report (selection criteria: overview). Under Talent Access, for instance, the metric for cost-per-hire is presented this way in the overview report: The presentation is straightforward, Scheetz noted. The 22 Human Capital reports provide tabulated sets of metrics covering the following practice areas: compensation, employment, financial, HR departments, organization governance, span of control and succession planning.Įach of the 22 Talent Access reports covers metrics relevant to quality of hire, recruitment, selection and skills training/development.Īll reports in both series contain a glossary describing the various metrics used under each practice area.
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