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HR’s KPIsRecruitment1. Recruitment
HR’s KPIs
Recruitment
1. Recruitment costing KPI
• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising, referral and agency
2. Recruitment time KPI
• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.
3. Recruitment source KPI
• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
• Average number of interviews from submitted resumes. Track the number of converted
submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment
Training
1. Training costing
• Company training expenditure (% of salaries and wages)
2. Training hours
• Average number of training hours per employee
3. Training certificates
• Number of employees completing sponsored MBA programs
4. Training courses
• Number of courses offered
• Number of courses implemented.
5. Training satisfaction
• Employee satisfaction with training.
6. Training budget
• % of HR budget spent on training
• Average training costs per employee
7. Training results
• % of employees gone through training
• Average time to competence. That is average time it takes until expected competence level is reached.
• % & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
• e-learning courses utilized
• % of e-learning pass rate
Health and safety
1. Health and safety non-conformance KPI
• Number of non-conformance per year / quarter..
• Number of accidents per year.
• Number of reportable accidents year.
• Number of reportable non-fatal accidents per year.
• Number of solved safety non-conformance for the month.
• Percentage of corrective actions closed out within specified time-frame.
• Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
• Percentage of staff with adequate occupational health and safety training.
• Total of hours in safety and health training in the month.
3. Health and safety representatives KPI
• Percentage of attendance at occupational health and safety committee meetings.
• Percentage of health and safety representatives positions filled.
• Percentage of issues raised by H&S Reps acted.
• Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
• Cost of solved safety non-conformance for the month.
• Health and safety prevention costs within the month.
5.Health and safety results KPI
• Lost time (in hours) due to non-fatal accidents per year.
• Lost time (in hours) due to accidents (including fatalities) per year.
Performance
What is difference between competence appraisal and performance appraisal?
• Competence focus on capability that include knowledge, abilities, skills to perform tasks.
• Performance focus on result of tasks.
Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : “sample KPI” at the end of this post.
1. % of appraisals completed on time
2. % of employees above competence
3. % of employees below competence
4. % of low performing employees
5. % of high performing employees
6. % of employee with their performance decreased compared to last month
7. % of employee with their performance increased compared to last month
Employee royalty
1. Employee turnover KPI
• Employee turnover = total staff has recruited / total staff as planned.
• The rate of this measure can rate the company’s rate, one division or the rate at each position.
2. Average tenure per employee KPI
• The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.
• You can do this rate by company or department.
3. Average time employees are in same job/function KPI
• The rate of life cycles of employees = total time served in enterprises of each position / total staff recruited.
Working time
1. % of total hours lost to absenteeism.
2. Average overtime hours per person.
Low number is indicator or proper scheduling and reduce opportunity of human fatigue related events.
3. % of man days lost due to strike.
4. Total time lost by work late.
You can use this rate by company or department.
5. Lost time due to non-fatal accidents or accidents per year.
You can use this rate by company or department.
HR efficiency
1. Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents (FTEs)
Compensation
1. Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of medical insurance.
5. Cost rate of benefits.
6. Average income per employee by monthWhen you consider how average income of the company, help you consider how average
income of the company you have or have not matched the average income of the sector or to other competitors.
7. Average income per employee by hour.
8. Average income per employee by position.
- The average income does not reflect accurately the income of the titles in your company.
- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.
Labor relations
1. Internal communications KPI
• Number of emails issued
• Number of bulletins issued
• Number of staff briefing sessions conducted
2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
• Number of active job sharing agreements
• Number of active flexible work agreements
• Number of active working from home agreements
4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
• Number of active teams
• Number of team meetings
7. % of employees covered by collective bargaining agreements KPI
Regulation compliance
1. Number of small violations per year.
2. Number of medium violations per year.
3. Number of big violations per year.
4. Number of violations by sector.
5. Costing lost by violation.
6. Time lost by violation.
7. Violation rate by department
Employee satisfaction
1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
• Attitude about compensation and benefits.
• Attitude about promotions, training.
• Attitude about work tasks.
• Attitude about coworkers.
• Attitude about supervisors / managers.
4. % Average satisfaction by new employee.
HR budget
1. Average cost of recruitment per year
2. Average cost of recruitment per staff
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover
7. Compensation and benefit cost / sales turnover per year.
8. Health safety cost per year.
9. Human resources cost per sales turnover.
Job leaving
1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
• Satisfaction ratio with wages/salary/benefits
• Satisfaction ratio with conditions/physical work environment
• Satisfaction ratio with job
• Satisfaction ratio with personal relations
• Satisfaction ratio with participation and recognition
• Satisfaction ratio with opportunities for development• Number of employees who would seek re-employment with company
Workforce information
1. Number of FTEs in HR
2. HR FTEs as % of total workforce (FTEs)
3. Percentage of outstanding employee probation reports.
4. Number of Full Time Employees
5. Number of Part Time Employees
6. Number of employees aged under 25
7. Number of employees aged 25–35
8. Number of employees aged 35–45
9. Number of employees aged 45–55
10. Number of employees aged over 55
11. Average length of service (current employees)
12. Average length of service (terminating employees)
13. % ratio of salaried staff to waged staff
14. % ratio of surplus
Recruitment
1. Recruitment costing KPI
• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising, referral and agency
2. Recruitment time KPI
• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.
3. Recruitment source KPI
• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
• Average number of interviews from submitted resumes. Track the number of converted
submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment
Training
1. Training costing
• Company training expenditure (% of salaries and wages)
2. Training hours
• Average number of training hours per employee
3. Training certificates
• Number of employees completing sponsored MBA programs
4. Training courses
• Number of courses offered
• Number of courses implemented.
5. Training satisfaction
• Employee satisfaction with training.
6. Training budget
• % of HR budget spent on training
• Average training costs per employee
7. Training results
• % of employees gone through training
• Average time to competence. That is average time it takes until expected competence level is reached.
• % & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
• e-learning courses utilized
• % of e-learning pass rate
Health and safety
1. Health and safety non-conformance KPI
• Number of non-conformance per year / quarter..
• Number of accidents per year.
• Number of reportable accidents year.
• Number of reportable non-fatal accidents per year.
• Number of solved safety non-conformance for the month.
• Percentage of corrective actions closed out within specified time-frame.
• Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
• Percentage of staff with adequate occupational health and safety training.
• Total of hours in safety and health training in the month.
3. Health and safety representatives KPI
• Percentage of attendance at occupational health and safety committee meetings.
• Percentage of health and safety representatives positions filled.
• Percentage of issues raised by H&S Reps acted.
• Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
• Cost of solved safety non-conformance for the month.
• Health and safety prevention costs within the month.
5.Health and safety results KPI
• Lost time (in hours) due to non-fatal accidents per year.
• Lost time (in hours) due to accidents (including fatalities) per year.
Performance
What is difference between competence appraisal and performance appraisal?
• Competence focus on capability that include knowledge, abilities, skills to perform tasks.
• Performance focus on result of tasks.
Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : “sample KPI” at the end of this post.
1. % of appraisals completed on time
2. % of employees above competence
3. % of employees below competence
4. % of low performing employees
5. % of high performing employees
6. % of employee with their performance decreased compared to last month
7. % of employee with their performance increased compared to last month
Employee royalty
1. Employee turnover KPI
• Employee turnover = total staff has recruited / total staff as planned.
• The rate of this measure can rate the company’s rate, one division or the rate at each position.
2. Average tenure per employee KPI
• The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.
• You can do this rate by company or department.
3. Average time employees are in same job/function KPI
• The rate of life cycles of employees = total time served in enterprises of each position / total staff recruited.
Working time
1. % of total hours lost to absenteeism.
2. Average overtime hours per person.
Low number is indicator or proper scheduling and reduce opportunity of human fatigue related events.
3. % of man days lost due to strike.
4. Total time lost by work late.
You can use this rate by company or department.
5. Lost time due to non-fatal accidents or accidents per year.
You can use this rate by company or department.
HR efficiency
1. Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents (FTEs)
Compensation
1. Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of medical insurance.
5. Cost rate of benefits.
6. Average income per employee by monthWhen you consider how average income of the company, help you consider how average
income of the company you have or have not matched the average income of the sector or to other competitors.
7. Average income per employee by hour.
8. Average income per employee by position.
- The average income does not reflect accurately the income of the titles in your company.
- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.
Labor relations
1. Internal communications KPI
• Number of emails issued
• Number of bulletins issued
• Number of staff briefing sessions conducted
2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
• Number of active job sharing agreements
• Number of active flexible work agreements
• Number of active working from home agreements
4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
• Number of active teams
• Number of team meetings
7. % of employees covered by collective bargaining agreements KPI
Regulation compliance
1. Number of small violations per year.
2. Number of medium violations per year.
3. Number of big violations per year.
4. Number of violations by sector.
5. Costing lost by violation.
6. Time lost by violation.
7. Violation rate by department
Employee satisfaction
1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
• Attitude about compensation and benefits.
• Attitude about promotions, training.
• Attitude about work tasks.
• Attitude about coworkers.
• Attitude about supervisors / managers.
4. % Average satisfaction by new employee.
HR budget
1. Average cost of recruitment per year
2. Average cost of recruitment per staff
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover
7. Compensation and benefit cost / sales turnover per year.
8. Health safety cost per year.
9. Human resources cost per sales turnover.
Job leaving
1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
• Satisfaction ratio with wages/salary/benefits
• Satisfaction ratio with conditions/physical work environment
• Satisfaction ratio with job
• Satisfaction ratio with personal relations
• Satisfaction ratio with participation and recognition
• Satisfaction ratio with opportunities for development• Number of employees who would seek re-employment with company
Workforce information
1. Number of FTEs in HR
2. HR FTEs as % of total workforce (FTEs)
3. Percentage of outstanding employee probation reports.
4. Number of Full Time Employees
5. Number of Part Time Employees
6. Number of employees aged under 25
7. Number of employees aged 25–35
8. Number of employees aged 35–45
9. Number of employees aged 45–55
10. Number of employees aged over 55
11. Average length of service (current employees)
12. Average length of service (terminating employees)
13. % ratio of salaried staff to waged staff
14. % ratio of surplus
0/5000
HR's KPIsRecruitment1. Recruitment costing KPI• Recruitment costing per position.• Recruitment costing per position per channel• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs includeadvertising, referral and agency2. Recruitment time KPI• Average time to recruit. Calculating from date of recruitment require to date of employee hired.• Average time to recruit per position.3. Recruitment source KPI• Number of CVs / per channel• Recruitment source ratio. Ratio between internal versus external recruits.4. Selection KPI• Average number of interviews from submitted resumes. Track the number of convertedsubmitted resumes to interviews.• Number of qualified candidate compared to resumes.5. Recruitment efficiency KPI• % recruitment achievement meet hiring plan• % new hires achieving 6 months service• % new hires achieving 12 months service• % new hires achieving satisfactory appraisal at first assessmentTraining1. Training costing• Company training expenditure (% of salaries and wages)2. Training hours• Average number of training hours per employee3. Training certificates• Number of employees completing sponsored MBA programs4. Training courses• Number of courses offered• Number of courses implemented.5. Training satisfaction• Employee satisfaction with training.6. Training budget• % of HR budget spent on training• Average training costs per employee7. Training results• % of employees gone through training• Average time to competence. That is average time it takes until expected competence level is reached.• % & employee reach competence after training.8. Training penetration rateIt measures the percentage of employees completing a course compared to total number of employees employed.9. E-learning training• e-learning courses utilized• % of e-learning pass rateHealth and safety1. Health and safety non-conformance KPI• Number of non-conformance per year / quarter..• Number of accidents per year.• Number of reportable accidents year.• Number of reportable non-fatal accidents per year.• Number of solved safety non-conformance for the month.• Percentage of corrective actions closed out within specified time-frame.• Percentage of fatal accidents relative to all accidents per year.2. Health and safety training KPI• Percentage of staff with adequate occupational health and safety training.• Total of hours in safety and health training in the month.3. Health and safety representatives KPI• Percentage of attendance at occupational health and safety committee meetings.• Percentage of health and safety representatives positions filled.• Percentage of issues raised by H&S Reps acted.• Percentage of occupational health and safety committee recommendations implemented.4.Health and safety Costing KPI• Cost of solved safety non-conformance for the month.• Health and safety prevention costs within the month.5.Health and safety results KPI• Lost time (in hours) due to non-fatal accidents per year.• Lost time (in hours) due to accidents (including fatalities) per year.PerformanceWhat is difference between competence appraisal and performance appraisal?• Competence focus on capability that include knowledge, abilities, skills to perform tasks.• Performance focus on result of tasks.Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : "sample KPI" at the end of this post.1. % of appraisals completed on time2. % of employees above competence3. % of employees below competence4. % of low performing employees5. % of high performing employees6. % of employee with their performance decreased compared to last month7. % of employee with their performance increased compared to last monthEmployee royalty1. Employee turnover KPI• Employee turnover = total staff has recruited / total staff as planned.• The rate of this measure can rate the company's rate, one division or the rate at each position.2. Average tenure per employee KPI• The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.• You can do this rate by company or department.3. Average time employees are in same job/function KPI• The rate of life cycles of employees = total time served in enterprises of each position / total staff recruited.Working time1. % of total hours lost to absenteeism.2. Average overtime hours per person.Low number is indicator or proper scheduling and reduce opportunity of human fatigue related events.3. % of man days lost due to strike.4. Total time lost by work late.You can use this rate by company or department.5. Lost time due to non-fatal accidents or accidents per year.You can use this rate by company or department.HR efficiency1. Sales turnover per employee.This rate should compare to competitor in same business sector.2. Profits per employee.This rate also should compare to competitor in same business sector.3. Administration cost per employee.4. Labor cost as % of sales.This rate also should compare to competitor in same business sector.5. Revenue generated per Full Time Equivalents (FTEs)Compensation1. Salary rate / sales turnover.2. Cost rate of workers compensation.3. Cost rate of social insurance.4. Cost rate of medical insurance.5. Cost rate of benefits.6. Average income per employee by monthWhen you consider how average income of the company, help you consider how averageincome of the company you have or have not matched the average income of the sector or to other competitors.7. Average income per employee by hour.8. Average income per employee by position.- The average income does not reflect accurately the income of the titles in your company.- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.Labor relations1. Internal communications KPI• Number of emails issued• Number of bulletins issued• Number of staff briefing sessions conducted2. Number of unfair dismissal claims KPI3. Work/life balance KPI• Number of active job sharing agreements• Number of active flexible work agreements• Number of active working from home agreements4. Number of formal union grievances KPI5. % workforce on individual contracts KPI6. Workforce teams KPI• Number of active teams• Number of team meetings7. % of employees covered by collective bargaining agreements KPIRegulation compliance1. Number of small violations per year.2. Number of medium violations per year.3. Number of big violations per year.4. Number of violations by sector.5. Costing lost by violation.6. Time lost by violation.7. Violation rate by departmentEmployee satisfaction1. % Average satisfaction.2. % Average satisfaction by each department.3. % Average satisfaction by field such as:• Attitude about compensation and benefits.• Attitude about promotions, training.• Attitude about work tasks.• Attitude about coworkers.• Attitude about supervisors / managers.4. % Average satisfaction by new employee.HR budget1. Average cost of recruitment per year2. Average cost of recruitment per staff3. Average cost of training per year.4. % training cost / sales turnover.5. Training cost per employee.6. Salary budget ratio / sales turnover7. Compensation and benefit cost / sales turnover per year.8. Health safety cost per year.9. Human resources cost per sales turnover.Job leaving1. Job leaving ratio per year.2. Job leaving ratio per department.3. Average age of employees that retire.4. Percentage of early retirements.5. Attitude of employee who leave job:• Satisfaction ratio with wages/salary/benefits• Satisfaction ratio with conditions/physical work environment• Satisfaction ratio with job• Satisfaction ratio with personal relations• Satisfaction ratio with participation and recognition• Satisfaction ratio with opportunities for development• Number of employees who would seek re-employment with companyWorkforce information1. Number of FTEs in HR2. HR FTEs as % of total workforce (FTEs)3. Percentage of outstanding employee probation reports.4. Number of Full Time Employees5. Number of Part Time Employees6. Number of employees aged under 257. Number of employees aged 25–358. Number of employees aged 35–459. Number of employees aged 45–5510. Number of employees aged over 5511. Average length of service (current employees)12. Average length of service (terminating employees)13. % ratio of salaried staff to waged staff14. % ratio of surplus
การแปล กรุณารอสักครู่..
HR’s KPIs
Recruitment
1. Recruitment costing KPI
• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising, referral and agency
2. Recruitment time KPI
• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.
3. Recruitment source KPI
• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
• Average number of interviews from submitted resumes. Track the number of converted
submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment
Training
1. Training costing
• Company training expenditure (% of salaries and wages)
2. Training hours
• Average number of training hours per employee
3. Training certificates
• Number of employees completing sponsored MBA programs
4. Training courses
• Number of courses offered
• Number of courses implemented.
5. Training satisfaction
• Employee satisfaction with training.
6. Training budget
• % of HR budget spent on training
• Average training costs per employee
7. Training results
• % of employees gone through training
• Average time to competence. That is average time it takes until expected competence level is reached.
• % & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
• e-learning courses utilized
• % of e-learning pass rate
Health and safety
1. Health and safety non-conformance KPI
• Number of non-conformance per year / quarter..
• Number of accidents per year.
• Number of reportable accidents year.
• Number of reportable non-fatal accidents per year.
• Number of solved safety non-conformance for the month.
• Percentage of corrective actions closed out within specified time-frame.
• Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
• Percentage of staff with adequate occupational health and safety training.
• Total of hours in safety and health training in the month.
3. Health and safety representatives KPI
• Percentage of attendance at occupational health and safety committee meetings.
• Percentage of health and safety representatives positions filled.
• Percentage of issues raised by H&S Reps acted.
• Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
• Cost of solved safety non-conformance for the month.
• Health and safety prevention costs within the month.
5.Health and safety results KPI
• Lost time (in hours) due to non-fatal accidents per year.
• Lost time (in hours) due to accidents (including fatalities) per year.
Performance
What is difference between competence appraisal and performance appraisal?
• Competence focus on capability that include knowledge, abilities, skills to perform tasks.
• Performance focus on result of tasks.
Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : “sample KPI” at the end of this post.
1. % of appraisals completed on time
2. % of employees above competence
3. % of employees below competence
4. % of low performing employees
5. % of high performing employees
6. % of employee with their performance decreased compared to last month
7. % of employee with their performance increased compared to last month
Employee royalty
1. Employee turnover KPI
• Employee turnover = total staff has recruited / total staff as planned.
• The rate of this measure can rate the company’s rate, one division or the rate at each position.
2. Average tenure per employee KPI
• The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.
• You can do this rate by company or department.
3. Average time employees are in same job/function KPI
• The rate of life cycles of employees = total time served in enterprises of each position / total staff recruited.
Working time
1. % of total hours lost to absenteeism.
2. Average overtime hours per person.
Low number is indicator or proper scheduling and reduce opportunity of human fatigue related events.
3. % of man days lost due to strike.
4. Total time lost by work late.
You can use this rate by company or department.
5. Lost time due to non-fatal accidents or accidents per year.
You can use this rate by company or department.
HR efficiency
1. Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents (FTEs)
Compensation
1. Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of medical insurance.
5. Cost rate of benefits.
6. Average income per employee by monthWhen you consider how average income of the company, help you consider how average
income of the company you have or have not matched the average income of the sector or to other competitors.
7. Average income per employee by hour.
8. Average income per employee by position.
- The average income does not reflect accurately the income of the titles in your company.
- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.
Labor relations
1. Internal communications KPI
• Number of emails issued
• Number of bulletins issued
• Number of staff briefing sessions conducted
2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
• Number of active job sharing agreements
• Number of active flexible work agreements
• Number of active working from home agreements
4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
• Number of active teams
• Number of team meetings
7. % of employees covered by collective bargaining agreements KPI
Regulation compliance
1. Number of small violations per year.
2. Number of medium violations per year.
3. Number of big violations per year.
4. Number of violations by sector.
5. Costing lost by violation.
6. Time lost by violation.
7. Violation rate by department
Employee satisfaction
1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
• Attitude about compensation and benefits.
• Attitude about promotions, training.
• Attitude about work tasks.
• Attitude about coworkers.
• Attitude about supervisors / managers.
4. % Average satisfaction by new employee.
HR budget
1. Average cost of recruitment per year
2. Average cost of recruitment per staff
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover
7. Compensation and benefit cost / sales turnover per year.
8. Health safety cost per year.
9. Human resources cost per sales turnover.
Job leaving
1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
• Satisfaction ratio with wages/salary/benefits
• Satisfaction ratio with conditions/physical work environment
• Satisfaction ratio with job
• Satisfaction ratio with personal relations
• Satisfaction ratio with participation and recognition
• Satisfaction ratio with opportunities for development• Number of employees who would seek re-employment with company
Workforce information
1. Number of FTEs in HR
2. HR FTEs as % of total workforce (FTEs)
3. Percentage of outstanding employee probation reports.
4. Number of Full Time Employees
5. Number of Part Time Employees
6. Number of employees aged under 25
7. Number of employees aged 25–35
8. Number of employees aged 35–45
9. Number of employees aged 45–55
10. Number of employees aged over 55
11. Average length of service (current employees)
12. Average length of service (terminating employees)
13. % ratio of salaried staff to waged staff
14. % ratio of surplus
Recruitment
1. Recruitment costing KPI
• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising, referral and agency
2. Recruitment time KPI
• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.
3. Recruitment source KPI
• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
• Average number of interviews from submitted resumes. Track the number of converted
submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment
Training
1. Training costing
• Company training expenditure (% of salaries and wages)
2. Training hours
• Average number of training hours per employee
3. Training certificates
• Number of employees completing sponsored MBA programs
4. Training courses
• Number of courses offered
• Number of courses implemented.
5. Training satisfaction
• Employee satisfaction with training.
6. Training budget
• % of HR budget spent on training
• Average training costs per employee
7. Training results
• % of employees gone through training
• Average time to competence. That is average time it takes until expected competence level is reached.
• % & employee reach competence after training.
8. Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees employed.
9. E-learning training
• e-learning courses utilized
• % of e-learning pass rate
Health and safety
1. Health and safety non-conformance KPI
• Number of non-conformance per year / quarter..
• Number of accidents per year.
• Number of reportable accidents year.
• Number of reportable non-fatal accidents per year.
• Number of solved safety non-conformance for the month.
• Percentage of corrective actions closed out within specified time-frame.
• Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
• Percentage of staff with adequate occupational health and safety training.
• Total of hours in safety and health training in the month.
3. Health and safety representatives KPI
• Percentage of attendance at occupational health and safety committee meetings.
• Percentage of health and safety representatives positions filled.
• Percentage of issues raised by H&S Reps acted.
• Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
• Cost of solved safety non-conformance for the month.
• Health and safety prevention costs within the month.
5.Health and safety results KPI
• Lost time (in hours) due to non-fatal accidents per year.
• Lost time (in hours) due to accidents (including fatalities) per year.
Performance
What is difference between competence appraisal and performance appraisal?
• Competence focus on capability that include knowledge, abilities, skills to perform tasks.
• Performance focus on result of tasks.
Performance KPI include indicators as follows. If you find search for all information about KPI, you can click link : “sample KPI” at the end of this post.
1. % of appraisals completed on time
2. % of employees above competence
3. % of employees below competence
4. % of low performing employees
5. % of high performing employees
6. % of employee with their performance decreased compared to last month
7. % of employee with their performance increased compared to last month
Employee royalty
1. Employee turnover KPI
• Employee turnover = total staff has recruited / total staff as planned.
• The rate of this measure can rate the company’s rate, one division or the rate at each position.
2. Average tenure per employee KPI
• The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.
• You can do this rate by company or department.
3. Average time employees are in same job/function KPI
• The rate of life cycles of employees = total time served in enterprises of each position / total staff recruited.
Working time
1. % of total hours lost to absenteeism.
2. Average overtime hours per person.
Low number is indicator or proper scheduling and reduce opportunity of human fatigue related events.
3. % of man days lost due to strike.
4. Total time lost by work late.
You can use this rate by company or department.
5. Lost time due to non-fatal accidents or accidents per year.
You can use this rate by company or department.
HR efficiency
1. Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents (FTEs)
Compensation
1. Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of medical insurance.
5. Cost rate of benefits.
6. Average income per employee by monthWhen you consider how average income of the company, help you consider how average
income of the company you have or have not matched the average income of the sector or to other competitors.
7. Average income per employee by hour.
8. Average income per employee by position.
- The average income does not reflect accurately the income of the titles in your company.
- When considering the level of income by the average position, help you consider how average income of the company you have or have not matched the market.
Labor relations
1. Internal communications KPI
• Number of emails issued
• Number of bulletins issued
• Number of staff briefing sessions conducted
2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
• Number of active job sharing agreements
• Number of active flexible work agreements
• Number of active working from home agreements
4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
• Number of active teams
• Number of team meetings
7. % of employees covered by collective bargaining agreements KPI
Regulation compliance
1. Number of small violations per year.
2. Number of medium violations per year.
3. Number of big violations per year.
4. Number of violations by sector.
5. Costing lost by violation.
6. Time lost by violation.
7. Violation rate by department
Employee satisfaction
1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
• Attitude about compensation and benefits.
• Attitude about promotions, training.
• Attitude about work tasks.
• Attitude about coworkers.
• Attitude about supervisors / managers.
4. % Average satisfaction by new employee.
HR budget
1. Average cost of recruitment per year
2. Average cost of recruitment per staff
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover
7. Compensation and benefit cost / sales turnover per year.
8. Health safety cost per year.
9. Human resources cost per sales turnover.
Job leaving
1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
• Satisfaction ratio with wages/salary/benefits
• Satisfaction ratio with conditions/physical work environment
• Satisfaction ratio with job
• Satisfaction ratio with personal relations
• Satisfaction ratio with participation and recognition
• Satisfaction ratio with opportunities for development• Number of employees who would seek re-employment with company
Workforce information
1. Number of FTEs in HR
2. HR FTEs as % of total workforce (FTEs)
3. Percentage of outstanding employee probation reports.
4. Number of Full Time Employees
5. Number of Part Time Employees
6. Number of employees aged under 25
7. Number of employees aged 25–35
8. Number of employees aged 35–45
9. Number of employees aged 45–55
10. Number of employees aged over 55
11. Average length of service (current employees)
12. Average length of service (terminating employees)
13. % ratio of salaried staff to waged staff
14. % ratio of surplus
การแปล กรุณารอสักครู่..
HR 's KPIs
1 Recruitment. Recruitment costing KPI
- Recruitment costing per position.
- Recruitment costing per position. Per channel
- Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising referral,, And agency
2. Recruitment time KPI
- Average time to recruit. Calculating from date of recruitment require to date of employee. Hired.
.Education Average time to recruit per position.
3. Recruitment source KPI
- Number of CVs / per channel
- Recruitment source, ratio. Ratio between internal versus external recruits.
4. Selection KPI
- Average number of interviews from submitted, resumes. Track the number of converted
submitted resumes to interviews.
- Number of qualified candidate compared to resumes.
5. Recruitment. Efficiency KPI
.Pressing recruitment achievement meet hiring plan
*% new hires achieving 6 months service
*% new hires achieving 12 months. Service
*% new hires achieving satisfactory appraisal at first assessment
1 Training. Training costing
- Company training. Expenditure (% of salaries and wages)
2. Training hours
- Average number of training hours per employee
3. Training certificates
.Education Number of employees completing sponsored MBA programs
4. Training courses
-
- Number of courses offered Number of courses. Implemented.
5. Training satisfaction
- Employee satisfaction with training.
6. Training budget
*% of HR budget spent on. Training
- Average training costs per employee 7. Training results
-
% of employees gone through training
- Average time. To competence.That is average time it takes until expected competence level is reached.
*% & employee reach competence after training.
8.? Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees. Employed.
9. E-learning training
-
- E-learning courses utilized% of e-learning pass rate
Health and safety
1.Health and safety non-conformance KPI
- Number of non-conformance per year / quarter...
- Number of accidents per year.
* Number of reportable accidents year.
- Number of reportable non-fatal accidents per year.
- Number of solved safety non-conformance. For the month.
- Percentage of corrective actions closed out within specified time-frame.
.Education Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
- Percentage of staff. With adequate occupational health and safety training.
- Total of hours in safety and health training in the month.
3. Health. And safety representatives KPI
- Percentage of attendance at occupational health and safety committee meetings.
.Education Percentage of health and safety representatives positions filled.
- Percentage of issues raised by H & S Reps acted.
* Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
- Cost. Of solved safety non-conformance for the month.
- Health and safety prevention costs within the month.
5.Health and safety. Results KPI
.Education Lost time (in hours) due to non-fatal accidents per year.
- Lost time (in hours) due to accidents (including fatalities). Per year.
What Performance is difference between Competence Appraisal and performance appraisal?
- Competence focus on capability. That, include knowledge abilities skills to, perform tasks.
- Performance focus on result of tasks.
.Performance KPI include indicators as follows. If you find search for all information about KPI you can, click link: sample. " KPI. "At the end of this post.
1.% of appraisals completed on time
2.% of employees above competence
3.% of employees. Below competence
4.% of low performing employees
5.% of high performing employees
6.% of employee with their performance decreased compared to last month
7.% of employee with their performance increased. Compared to last month
Employee royalty 1. Employee turnover KPI
- Employee turnover = total staff has recruited / total. Staff as planned.
- The rate of this measure can rate the company ', s rate one division or the rate at each position.
2.? Average tenure per employee KPI
.Education The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.
- You can. Do this rate by company or department.
3. Average time employees are in same job / function KPI
- The rate of life cycles. Of employees = total time served in enterprises of each position / total staff recruited.
Working time 1.% of total hours. Lost to absenteeism.
2.Average overtime hours per person.
Low number is indicator or proper scheduling and reduce opportunity of human fatigue. Related events.
3.% of man days lost due to strike.
4. Total time lost by work late.
You can use this rate by company or. Department.
5. Lost time due to non-fatal accidents or accidents per year.
You can use this rate by company or department.
HR. Efficiency
1.Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This. Rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as% of. Sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents. (FTEs)
1 Compensation.Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of. Medical insurance.
5. Cost rate of benefits.
6. Average income per employee by monthWhen you consider how average income. Of the company help you, consider how average
income of the company you have or have not matched the average income of the. Sector or to other competitors.
7.Average income per employee by hour.
8. Average income per employee by position.
- The average income does not reflect. Accurately the income of the titles in your company.
- When considering the level of income by the, average position help. You consider how average income of the company you have or have not matched the market.
Labor relations 1. Internal communications. KPI
.Education Number of emails issued
-
- Number of bulletins issued Number of staff briefing sessions conducted
2. Number of unfair. Dismissal claims KPI
3. Work / life balance KPI
- Number of active job sharing agreements
- Number of active flexible work. Agreements
- Number of active working from home agreements
4. Number of formal union grievances KPI
5.% workforce on individual. Contracts KPI
6.Workforce teams KPI
-
- Number of active teams Number of team meetings
7.% of employees covered by collective bargaining. Agreements KPI
Regulation compliance 1. Number of small violations per year.
2. Number of medium violations per year.
3.? Number of big violations per year.
4. Number of violations by sector.
5. Costing lost by violation.
6. Time lost by violation.
7.Violation rate by department
Employee satisfaction 1.% Average satisfaction.
2.% Average satisfaction by each department.
3.% Average. Satisfaction by field such as:
- Attitude about compensation and benefits.
- Attitude, about promotions training.
- Attitude. About work tasks.
- Attitude about coworkers.
- Attitude about supervisors / managers.
4.% Average satisfaction by new. Employee.
.HR budget
1. Average cost of recruitment per year
2. Average cost of recruitment per staff
3. Average cost of training. Per year.
4.% training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover
7.? Compensation and benefit cost / sales turnover per year.
8. Health safety cost per year.
9. Human resources cost per sales. Turnover.
Job leaving 1.Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage. Of early retirements.
5. Attitude of employee who leave job:
- Satisfaction ratio with wages / salary / benefits
- Satisfaction. Ratio with conditions / physical work environment
-
- Satisfaction ratio with job Satisfaction ratio with personal relations
.Education Satisfaction ratio with participation and recognition
- Satisfaction ratio with opportunities for development - Number. Of employees who would seek re-employment with company
Workforce information 1. Number of FTEs in HR
2. HR FTEs as% of. Total workforce (FTEs)
3. Percentage of outstanding employee probation reports.
4. Number of Full Time Employees
5. Number. Of Part Time Employees
6.Number of employees aged under 25
7. Number of employees aged 25 - 35
8. Number of employees aged 35 - 45
9. Number of employees. Aged 45 - 55
10. Number of employees aged over 55
11. Average length of service (current employees)
12. Average length of. Service (terminating employees)
13.% ratio of salaried staff to waged staff
14.% ratio of surplus
.
1 Recruitment. Recruitment costing KPI
- Recruitment costing per position.
- Recruitment costing per position. Per channel
- Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising referral,, And agency
2. Recruitment time KPI
- Average time to recruit. Calculating from date of recruitment require to date of employee. Hired.
.Education Average time to recruit per position.
3. Recruitment source KPI
- Number of CVs / per channel
- Recruitment source, ratio. Ratio between internal versus external recruits.
4. Selection KPI
- Average number of interviews from submitted, resumes. Track the number of converted
submitted resumes to interviews.
- Number of qualified candidate compared to resumes.
5. Recruitment. Efficiency KPI
.Pressing recruitment achievement meet hiring plan
*% new hires achieving 6 months service
*% new hires achieving 12 months. Service
*% new hires achieving satisfactory appraisal at first assessment
1 Training. Training costing
- Company training. Expenditure (% of salaries and wages)
2. Training hours
- Average number of training hours per employee
3. Training certificates
.Education Number of employees completing sponsored MBA programs
4. Training courses
-
- Number of courses offered Number of courses. Implemented.
5. Training satisfaction
- Employee satisfaction with training.
6. Training budget
*% of HR budget spent on. Training
- Average training costs per employee 7. Training results
-
% of employees gone through training
- Average time. To competence.That is average time it takes until expected competence level is reached.
*% & employee reach competence after training.
8.? Training penetration rate
It measures the percentage of employees completing a course compared to total number of employees. Employed.
9. E-learning training
-
- E-learning courses utilized% of e-learning pass rate
Health and safety
1.Health and safety non-conformance KPI
- Number of non-conformance per year / quarter...
- Number of accidents per year.
* Number of reportable accidents year.
- Number of reportable non-fatal accidents per year.
- Number of solved safety non-conformance. For the month.
- Percentage of corrective actions closed out within specified time-frame.
.Education Percentage of fatal accidents relative to all accidents per year.
2. Health and safety training KPI
- Percentage of staff. With adequate occupational health and safety training.
- Total of hours in safety and health training in the month.
3. Health. And safety representatives KPI
- Percentage of attendance at occupational health and safety committee meetings.
.Education Percentage of health and safety representatives positions filled.
- Percentage of issues raised by H & S Reps acted.
* Percentage of occupational health and safety committee recommendations implemented.
4.Health and safety Costing KPI
- Cost. Of solved safety non-conformance for the month.
- Health and safety prevention costs within the month.
5.Health and safety. Results KPI
.Education Lost time (in hours) due to non-fatal accidents per year.
- Lost time (in hours) due to accidents (including fatalities). Per year.
What Performance is difference between Competence Appraisal and performance appraisal?
- Competence focus on capability. That, include knowledge abilities skills to, perform tasks.
- Performance focus on result of tasks.
.Performance KPI include indicators as follows. If you find search for all information about KPI you can, click link: sample. " KPI. "At the end of this post.
1.% of appraisals completed on time
2.% of employees above competence
3.% of employees. Below competence
4.% of low performing employees
5.% of high performing employees
6.% of employee with their performance decreased compared to last month
7.% of employee with their performance increased. Compared to last month
Employee royalty 1. Employee turnover KPI
- Employee turnover = total staff has recruited / total. Staff as planned.
- The rate of this measure can rate the company ', s rate one division or the rate at each position.
2.? Average tenure per employee KPI
.Education The rate of life cycles of employees = total time served in enterprises of all staff / total staff recruited.
- You can. Do this rate by company or department.
3. Average time employees are in same job / function KPI
- The rate of life cycles. Of employees = total time served in enterprises of each position / total staff recruited.
Working time 1.% of total hours. Lost to absenteeism.
2.Average overtime hours per person.
Low number is indicator or proper scheduling and reduce opportunity of human fatigue. Related events.
3.% of man days lost due to strike.
4. Total time lost by work late.
You can use this rate by company or. Department.
5. Lost time due to non-fatal accidents or accidents per year.
You can use this rate by company or department.
HR. Efficiency
1.Sales turnover per employee.
This rate should compare to competitor in same business sector.
2. Profits per employee.
This. Rate also should compare to competitor in same business sector.
3. Administration cost per employee.
4. Labor cost as% of. Sales.
This rate also should compare to competitor in same business sector.
5. Revenue generated per Full Time Equivalents. (FTEs)
1 Compensation.Salary rate / sales turnover.
2. Cost rate of workers compensation.
3. Cost rate of social insurance.
4. Cost rate of. Medical insurance.
5. Cost rate of benefits.
6. Average income per employee by monthWhen you consider how average income. Of the company help you, consider how average
income of the company you have or have not matched the average income of the. Sector or to other competitors.
7.Average income per employee by hour.
8. Average income per employee by position.
- The average income does not reflect. Accurately the income of the titles in your company.
- When considering the level of income by the, average position help. You consider how average income of the company you have or have not matched the market.
Labor relations 1. Internal communications. KPI
.Education Number of emails issued
-
- Number of bulletins issued Number of staff briefing sessions conducted
2. Number of unfair. Dismissal claims KPI
3. Work / life balance KPI
- Number of active job sharing agreements
- Number of active flexible work. Agreements
- Number of active working from home agreements
4. Number of formal union grievances KPI
5.% workforce on individual. Contracts KPI
6.Workforce teams KPI
-
- Number of active teams Number of team meetings
7.% of employees covered by collective bargaining. Agreements KPI
Regulation compliance 1. Number of small violations per year.
2. Number of medium violations per year.
3.? Number of big violations per year.
4. Number of violations by sector.
5. Costing lost by violation.
6. Time lost by violation.
7.Violation rate by department
Employee satisfaction 1.% Average satisfaction.
2.% Average satisfaction by each department.
3.% Average. Satisfaction by field such as:
- Attitude about compensation and benefits.
- Attitude, about promotions training.
- Attitude. About work tasks.
- Attitude about coworkers.
- Attitude about supervisors / managers.
4.% Average satisfaction by new. Employee.
.HR budget
1. Average cost of recruitment per year
2. Average cost of recruitment per staff
3. Average cost of training. Per year.
4.% training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover
7.? Compensation and benefit cost / sales turnover per year.
8. Health safety cost per year.
9. Human resources cost per sales. Turnover.
Job leaving 1.Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage. Of early retirements.
5. Attitude of employee who leave job:
- Satisfaction ratio with wages / salary / benefits
- Satisfaction. Ratio with conditions / physical work environment
-
- Satisfaction ratio with job Satisfaction ratio with personal relations
.Education Satisfaction ratio with participation and recognition
- Satisfaction ratio with opportunities for development - Number. Of employees who would seek re-employment with company
Workforce information 1. Number of FTEs in HR
2. HR FTEs as% of. Total workforce (FTEs)
3. Percentage of outstanding employee probation reports.
4. Number of Full Time Employees
5. Number. Of Part Time Employees
6.Number of employees aged under 25
7. Number of employees aged 25 - 35
8. Number of employees aged 35 - 45
9. Number of employees. Aged 45 - 55
10. Number of employees aged over 55
11. Average length of service (current employees)
12. Average length of. Service (terminating employees)
13.% ratio of salaried staff to waged staff
14.% ratio of surplus
.
การแปล กรุณารอสักครู่..
ภาษาอื่น ๆ
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- ฉันไม่มีกล้อง ฉันเล่นที่ทำงานนะ
- ฉันวาดรูปนี้ไว้ตั้งนานแล้ว เพิ่งจะมาใส่พ
- 13 องศา
- Need to make some food soon too, haven't
- personalized
- Energy Efficient Image Transmission in W
- BAMBOO SPA
- Raise
- ทำตามสั่ง
- ผมกลัวทำให้คุณผิดหวัง
- ฉันอยากพาคุณเที่ยวจัง
- through
- ไซม่อน ถอดเสื้อผ้าไปอาบน้ำเดี๋ยวนี้
- Than standing here
- ฉันพยักหน้ารับคำเขา
