HR Service Quality Metrics and Analysis Example Form

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HR Service Quality Metrics and Analysis Template

1. Employee Satisfaction
   • Metric: Employee Net Promoter Score (eNPS)
   • Target: 70%
   • Actual: 78%
2. Service Request Fulfillment
   • Metric: Average Time to Resolve (ATTR) for HR-related issues
   • Target: 2 days
   • Actual: 1.5 days
3. Employee Engagement
   • Metric: Employee Turnover Rate (ETR)
   • Target: 15%
   • Actual: 10%
4. HR Process Efficiency
   • Metric: Percentage of HR-related tasks completed within SLA (Service Level Agreement)
   • Target: 90%
   • Actual: 92%

Analysis and Conclusion

Based on the metrics, we can see that:

• Employee satisfaction is high with an eNPS of 78%, indicating a positive perception of HR services.
• Service request fulfillment has improved with an ATTR of 1.5 days, beating our target of 2 days.
• Employee engagement is strong with an ETR of 10%, indicating low turnover rates.
• HR process efficiency is excellent with 92% of tasks completed within SLA, meeting or exceeding expectations.

Recommendations and Next Steps

Based on the analysis, we recommend:

• Continuing to monitor and improve employee satisfaction through regular feedback mechanisms and service quality initiatives.
• Maintaining focus on efficient service request fulfillment to maintain low ATTR rates.
• Enhancing employee engagement programs to retain top talent and drive business success.
• Reviewing HR processes to identify areas for further improvement and efficiency gains.

Implementing a HR Service Quality Metrics and Analysis Template Example Form can benefit your organization in several ways:

• Improved decision-making: With a standardized template, you'll have clear data to inform strategic decisions about HR services.
• Enhanced employee experience: By analyzing service quality metrics, you can identify areas for improvement, leading to better employee satisfaction and engagement.
• Increased efficiency: Streamlined processes and metrics-driven insights will help optimize resource allocation and reduce waste.
• Better communication: With a clear understanding of HR service performance, stakeholders will be able to make more informed decisions about investment priorities.

Employee Engagement, Time-to-Hire, Hire Rate, Time-to-Resolution, Employee Satisfaction, Retention Rate, Turnover Rate, Cost Per Hire, First Year Employee Turnover Rate.