* Is High or Low Best: Higher is Better
Compensation Staffing Ratio measures the number of company-wide employees supported by each individual compensation function employee. This metric speaks to the overall staffing level of the compensation function relative to the total number of employees working for the company. A lower than average value may be related to process inefficiencies, lack of automation and/or simple overstaffing within the compensation function. In some cases, many aspects of compensation management and analysis may be outsources to a third party vendor.
The number of company-wide employees divided by the total number of employees working in the compensation department at the same point in time. Compensation department employees are typically responsible for developing (analyzing industry compensation levels, etc.), implementing and maintaining company compensation packages (periodic analysis, setup, changes, inquiries, etc.).
Two values are used to calculate this KPI: (1) the total number of employees working for the company, across all functions within the supported regions, and (2) the number of employees working in the compensation function at the same point in time. Compensation employees should be counted as any employee whose core job function is related to developing the company’s compensation packages and pay structures, typically through analysis of market compensation levels and trends. Employees working within the payroll function should not be counted in the denominator for this calculation.
Total Number of Employees / Number of Compensation Employees
The number of company-wide employees divided by the total number of employees working in the benefits department at the same point in time. Benefits employees are typically responsible for d...
KPI Type : Organizational
Formula : Total Number of Employees / Number of Benefits Employees
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