A company is only as good as the talent behind it. Consistently and accurately evaluating and measuring employee performance is essential not only to individual success, but also to the overall success of an organization.
Employees are the heart of your company—they help shape your culture, drive innovation, and contribute to the business’ overall success.
That’s why people decisions matter and why you need data to make the right call. Namely’s mission is to empower HR teams to make those decisions with confidence. With a series of product updates this month, we’re following through on that promise.
As HR professionals become more metrics-driven, it’s important to be familiar with all the different ways to leverage your people data and measure your team’s impact on the broader organization. Learning new metrics can inspire you to look at your company data in new ways and help you discover powerful insights about your people and organization. From absenteeism to time-to-hire, here’s a glossary of the most popular HR metrics you can use at your company:
Today, April 2, 2019 is Equal Pay Day in the United States. Last year, it was on April 10. In 2017, it was April 4. Why does the date change each year? Well, Equal Pay Day is held every year on the day that women have to work until they earn the income that men earned in the prior calendar year. In other words, women had to work from January 1, 2018 until April 2, 2019 (today) to earn what men earned in the calendar year of 2018.
When it comes to salary negotiations, you might be better off negotiating for a comma in your title rather than just a pay raise. Namely’s HR Careers Report 2019 reveals a surprising salary disparity between two seemingly similar job titles: director, HR, and HR director. While both are director-level titles, employees with the former title earn significantly more than their comma-less counterparts.
If your title is director, HR, you can expect to collect an average salary of $138,929. Without the comma, just $109,181. Unconvinced? We were surprised to find that HR professionals aren’t the only ones getting short-changed. Namely data from over 1,200 companies reveals that the phenomenon holds just as much weight in other departments.
With the exception of finance, HR is the department most familiar with employee salaries. It should come as no surprise that HR professionals know how to negotiate for competitive compensation. In fact, the Bureau of Labor Statistics (BLS) estimates that HR specialists bring home a median amount of $59,180 and HR Managers an impressive $106,910—well above the cross-industry median of $44,668.
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In the age of job-hopping, data reveals that it is actually advantageous for HR professionals to move around regularly to ensure that they are receiving competitive compensation. Considering a new job? If relocation is an option, you can now take into account the average HR salary of different regions.
We've all heard about HR and payroll's busiest time of year. Between Form W-2 filing and other compliance to-dos, that honor goes to year end. But what about your recruiting team?
Anecdotally, January has always been considered "open season" for recruiters. With companywide budgets and goals finalized, hiring managers are eager to get rolling and increase headcount. That means plenty of phone screens, case studies, and interviews to get through. If you’re responsible for ramping up those eventual hires, it also means no shortage of onboarding sessions to schedule.
Namely recently launched our Benchmarking Package to clients, an offering which provides quarterly reports of company-specific insights with tailored benchmark data layered directly on top. Never before has it been so easy for mid-sized companies to understand the health of their talent compared to other companies just like them.
The #1 topic on the minds of CEOs and senior HR leaders is ‘culture & engagement,’ according to Deloitte’s 2015 Global Human Capital Trends Report. Employee engagement can be defined as proactively and passionately adding value while aligning with the company mission. Or according to Deloitte, “culture describes ‘the way things work around here’, while engagement describes ‘how people feel about the way things work around here’.”