ISO TS 30425:2021 pdf download – Human resource management — Workforce availability metrics cluster

02-13-2022 comment

ISO TS 30425:2021 pdf download – Human resource management — Workforce availability metrics cluster.
2 Normative references There are no normative references in this document. 3? Terms? and? definitions No terms and definitions are listed in this document. ISO and IEC maintain terminological databases for use in standardization at the following addresses: — ISO Online browsing platform: available at https:// www .iso .org/ obp — IEC Electropedia: available at http:// www .electropedia .org/ 4 Number of employees — Headcount 4.1 General Headcount describes the number of people working for an organization. It is calculated by counting each employee as an individual part of the workforce, no matter the time they are engaged by the organization. This description also includes those full-time or part-time employees currently working zero hours. Headcount is broken down further into two categories: — total headcount; — total full-time headcount and total part-time headcount. 4.2 Purpose This metric highlights the number of employees available to the organization at any measurement point. ISO 30414:2018, 4.7.12, highlights the purpose of this metric. 4.3 Formula The calculation of the headcount, either full-time or part-time, should align with the financial year, the annual budgeting cycle or both. The point in time for calculation is at the end of each defined measurement period, for example the end of month one, the end of quarter two or end-of-year totals.
4.4 How to use Headcount can be used to monitor the size and mix of the workforce. Headcount can be both a historical and leading indicator of growth along with potential issues with expansion or contraction of the workforce. The more granular the dissection of the workforce size the greater the potential for analysis (e.g. breaking down the workforce by department or team, comparing teams or departments based on budgeted headcount and comparing “like for like” headcount with comparable teams). An increasing gap between budgeted and actual headcount can indicate the area has issues with attraction or retention of workforce. 5 Full-time equivalent (FTE) 5.1 General Full-time equivalent (FTE) describes the number of full-time employees needed to complete the total hours worked in a defined period. 5.2 Purpose The conversion of part-time employees to FTE highlights the equivalent number of full-time employees delivering the outputs and outcomes for an organization. Headcount by itself can be misleading as the number of part-time employees can skew the total number of employees required to deliver organizational outcomes.

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