Hi !, I am Padmaja, SENIORS, Pl let me know How the success ratio of the organization is measured?
From India, Pune
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From India, Pune
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We cannot measure the success ratio of any organization definitively; it depends on market conditions and varies from organization to organization. However, we can estimate it tentatively by collecting previous performance data of the organization and considering the current market conditions.
From India, Hyderabad
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From India, Hyderabad
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From the starting point for determining where your company is today and in which direction it should go in the future, undertake a review and evaluation of your company's internal environment. This includes assessing the resources available to it and its weaknesses and strengths in various functional areas such as current services, products that are ahead of competitors, operations, and marketing.
Also, assess other internal factors such as human resources, financial resources, organizational structure, planning for 3 or 5 years, and every kind of control system. Relationships with customers and principals, as well as the company image, are important. Use SWOT as the best measurement.
Best regards,
John
From China, Shanghai
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32Also, assess other internal factors such as human resources, financial resources, organizational structure, planning for 3 or 5 years, and every kind of control system. Relationships with customers and principals, as well as the company image, are important. Use SWOT as the best measurement.
Best regards,
John
From China, Shanghai
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Success Ratio: Administrative and Talent Parts
The success ratio can be broken up into administrative and talent parts.
Administrative Part
The following ratios need to be calculated:
- Absence Rate
- ROI on Training
- Attrition rate Month-over-Month (M-o-M) and Year-over-Year (Y-o-Y)
- Recruitment Yield
- HR cost vs. Total administrative costs
- HR costs vs. Total costs
- Time to Fill open positions
Talent Side: Handling HCM Accounting
On the Talent side, you need to handle HCM accounting:
- Human Capital readiness level
- Human Capital Competence level
- Human Capital commitment level
- Human Capital Satisfaction level
Additional Identifications
In addition, you need to identify:
1. Total individuals appraised and among them, individuals above the median incentive percentage. A higher ratio suggests better performance (at least inversely).
2. Gallup Q12 or Scarlett survey would let you know the Employee Engagement (EE) level of employees. A successful organization should have no more than 15-20% disengaged, crash & burn, honeymooners, or hamsters. Follow this up with a Compensation & Benefits (C&B) survey asking individuals reasons for additional income.
3. An HSE stress study should isolate.
Regards,
From India, Mumbai
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The success ratio can be broken up into administrative and talent parts.
Administrative Part
The following ratios need to be calculated:
- Absence Rate
- ROI on Training
- Attrition rate Month-over-Month (M-o-M) and Year-over-Year (Y-o-Y)
- Recruitment Yield
- HR cost vs. Total administrative costs
- HR costs vs. Total costs
- Time to Fill open positions
Talent Side: Handling HCM Accounting
On the Talent side, you need to handle HCM accounting:
- Human Capital readiness level
- Human Capital Competence level
- Human Capital commitment level
- Human Capital Satisfaction level
Additional Identifications
In addition, you need to identify:
1. Total individuals appraised and among them, individuals above the median incentive percentage. A higher ratio suggests better performance (at least inversely).
2. Gallup Q12 or Scarlett survey would let you know the Employee Engagement (EE) level of employees. A successful organization should have no more than 15-20% disengaged, crash & burn, honeymooners, or hamsters. Follow this up with a Compensation & Benefits (C&B) survey asking individuals reasons for additional income.
3. An HSE stress study should isolate.
Regards,
From India, Mumbai
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