The current climate requires that HR helps to contribute to cost reduction. This can be done with efficient / focused improvement programs, efficient administrative processes as well as talented and committed employees.

Besides the traditional HR records of employee numbers, employee turnover and absenteeism does it follow up on specific targets for improving efficiency. These should be based on a defined baseline and targets for improvement for example: employee turnover, recruitment time, absenteeism and span-of-control.

Looking at salary means focusing on that payrol costs are optimized and controlled targeting the best possible effect. In the area of competence means a focus on the talented employees are identified and developed in response to performance programs, ensuring that employee interviews and reviews, first are implemented but then also followed up.

Examples of HR reporting and analysis to support these activities are:

• Recruitment time for key posts
• Span of Control overview of org. unit
• Employee Turnover of org.unit / employee group 
• Keeping High Performers
• Maintaining / Improving Low-Performers
• Average wage of org.unit per employee group
• Average wage per employee group in relation to Performance scores
• Wage developments in relation to Performance scores
• Avg. number of days per course per employee distributed by employee groups

Come and get inspired, 12 November at Børsen, or contact Brian Poulsen by phone: 27116175 or Anker Christensen by phone 28774425 to hear more!