THE MAGIC NUMBERS FOR HUMAN RESOURCE MANAGEMENT（人力资源管理的幻数）

HR measurement has grown in importance as organizations seek to quantify the return on their investments on people programs. With the art and science of HR measurement growing in complexity over the years，Magic Numbers for HR Management drives home the importance of starting with a proper foundation.
　　To fully appreciate the art of using HR numbers，a manager will do well to begin with a basic grasp of common benchmarks. Which numbers to use and how to use them appropriately depends on the unique context of an organization’s culture. Applied in a manner that supports an organization’s business strategy，HR measurement can be a potent tool to help people managers understand what drives their workforce.
　　Magic Numbers for HR Management is a no-frills，down-to-earth navigator for those wanting a simple framework to implement HR benchmarking. This book lays down step-by-step formulas on how to use the metrics，followed by explanations on how corporations can use each metric to gain advantage in their people management issues. Students and practitioners with little practical experience of the array of HR metrics will find this book a highly valuable introduction to the world of HR measurement.
　　Magic Numbers for HR Management provides the firs roadmap to explore the multiple levels of HR information an organization contains. It will also be a handy reference in every HR department and on every manager’s desk.

Hugh Bucknall，Hugh is a Worldwide Partner of Mercer Human Resource Consutting and the Asia Pacific leader for Mercer’s Human Capita[ Advisory Services business.In his current rote，he sets the strategic direction for the business in Asia Pacific and provides technical leadership for major projects across the region.
He has worked extensivety in Asia and Austratia in the areas of reward strategy，job classification,team building，group facititation，assessment centers，performance management，organization review，and job design.His wide client base inctudes multinationals and domestic companies across a number of industry sectors such as health，hi-tech，retail，and the public sector.On the topic of Asian HRM trends and issues，Hugh has spoken at a number of international forums and client events.Prior to joining Mercer，Hugh worked in the areas of HRM，computer systems，and management consu[tancy over a period of 14 years with Myer Stores，BHP，the Australian Public Service Board，The Australian Bureau of Statistics，and the Victorian Department of Conservation among others.

Book Description
This book simply outlines a range of the key measures that any HR , financial or business manager can use to address this situation in a more business-like manner. For each definition, there is not only a description of the measure but also why it has vital significance to managing business better. It is written as a basic text book in easy to read language but with a powerful underlying message - HR managers must measure the main features of HR in order to get their voice heard at the executive table and make demonstrable impact on business operations.

From the Inside Flap
HR measurement has grown in importance as organizations seek to quantify the return on their investments on people programs. With the art and science of HR measurement growing in complexity over the years, Magic Numbers for HR Management drives home the importance of starting with a proper foundation.
To fully appreciate the art of using HR numbers, a manager will do well to begin with a basic grasp of common benchmarks. Which numbers to use and how to use them appropriately depends on the unique context of an organization's culture. Applied in a manner that supports an organization's business strategy, HR measurement can be a potent tool to help people managers understand what drives their workforce.

Magic Numbers for HR Management is a no-frills, down-to-earth navigator for those wanting a simple framework to implement HR benchmarking. This book lays down step-by-step formulas on how to use the metrics, followed by explanations on how corporations can use each metric to gain advantage in their people management issues. Students and practitioners with little practical experience of the array of HR metrics will find this book a highly valuable introduction to the world of HR measurement.

Magic Numbers for HR Management provides the firs roadmap to explore the multiple levels of HR information an organization contains. It will also be a handy reference in every HR department and on every manager's desk.

More About the Author
Hugh Bucknall

Hugh is a Worldwide Partner of Mercer Human Resource Consulting and the Asia Pacific leader for Mercer's Human Capital Advisory Services Business. In his current role, he sets the strategic direction for the business in Asia Pacific and provides technical leadership for major projects across the region.

He has worked extensively in Asia and Australia in the areas of reward strategy, job classification, team building, group facilitation, assessment centers, performance management, organization review, and job design. His wide client base includes multinationals and domestic companies across a number of industry sectors such as health, hi-tech, retail, and the public sector. On the topic of Asian HRM trends and issues, Hugh has spoken at a number of international forums and client events.

Prior to joining Mercer, High worked in the areas of HRM, computer systems, and management consultancy over a period of 14 years with Myer Stores, BHP, the Australian Public Service Board, The Australian Bureau of Statistics, and the Victorian Department of Conservation among others.

Zheng Wei

Dr. Zheng, is an associate director of Mercer Human Resource Consulting's Beijing office. He leads the Human Capital Advisory Services business in North China. He is an economist specializing in performance measurement, incentives, and financial analysis.

His main work involves helping both Chinese and global clients with alignment of their human capital strategy with business strategy. he also helps organizations identify and measure their essential productivity drivers, and project the economic gains for making changes in those factors.

He has worked on performance measures for a variety of clients spanning many industries including manufacturing, telecommunications, and financial services industries. His telecommunications clients include Aliant, Vodafone Group, Verizon Communications, Windstar, and China Netcom Group.

Book Dimension
length: (cm)26.1 　　　 　　　　　 　　　　　 width:(cm)19.1

Acknowledgements
Glossary
Introduction
Part　One:　Magic　Numbers　for　Productivity and　Efficiency
　1 absenteeism　rate　by　job　category and　job　performance
　2 accident　costs
　3 average　time　for　dispute　resolution
　4　Cost　per　hire
　5　Finance　staff as a percentage　of　total　staff
　6　Overtime　hours
　7　The　HR　budget as a percentage　of　sales
　8　HR　staff as a percentage　of　total　staff
　9　IT　staff as a percentage　of　total　staff
　10　Marketing　staff as a percentage　of　total　staff
　11　Payroll　staff as a percentage　of　total　staff
　12　Percentage　of　employees　making　suggestions
　13　Process-cycle　time
　14　Profit　per　employee
　15　Response　time　per　request　for　information
　16　Sick-leave　rate
　17　Sick　days　per　full-time　equivalent　employee　per　year
　18　The　cost　of　medical　disbursement　by　category　of ailment
　19　Time　taken　to　fill a job　vacancy
Part　Two:　Magic　Numbers　for　Staffing and　Learning
　20　Staff-turnover　cost　by　recruitment　source
　21　Employee-engagement　index
　22　Involuntary　staff-turnover　rate
　23　Turnover　rate　by　job　category and　job　performance
　24　Voluntary　staff-turnover　rate
　25　Competency-development　expense　per　employee
　26　Training　hours　per　employee
　27　Cost　per　trainee　hour
　28　Percentage　of　employees　trained,　by　category
Part　Three:　Magic　Numbers　for　Talent and　Reward
　29　Internal-hire　probability
　30　Retention　rate　of　key　employees
　31　Range　(distribution)　of　performance-appraisal　ratings
　32　Job　evaluation
　33　Firm　salary/competitor　salary　ratio
　34　Incentive　compensation　differential
　35　The　Black-Scholes　method　of　calculating　stock-option　values
　36　Total　compensation　expense　per　employee
Conclusion
Appendix　1
Appendix　2
Index