From the department vice president to the entry-level new hire, a human resources manager knows that every employee’s performance affects the bottom line. That’s why prudent managers rely on key performance indicators (KPI), benchmarks that measure employee achievement, to know which employees are helping the department meet its overall responsibility to advance the company’s enterprise goals, according to Michelle Mikesell, a certified Senior Professional of Human Resources (SPHR). While KPIs vary with different industries, common measurements used for a human resource assistant job are based on performance in hiring, employee development and administrative assistance.
Key performance indicators for administrative tasks consist of managing personnel files and staying focused on department projects till completion. Managers check that organization charts are correct and up to date, that employee files do not contain information prohibited by law, that proper approvals appear on change order policies and that the HR assistant has actively participated in staff meetings. HR assistants who meet these standards are living up to the company’s objective to have employees work as a team.
Because HR departments must supervise a company’s recruitment, key performance indicators measure the assistant’s performance in helping to find qualified workers and adjust them to the organization. Assistants must ensure that application forms contain all necessary information, job postings accurately describe the ideal candidate’s qualifications, and new hires have completed all pre-employment tests.
Helping new hires adjust to the company requires human resources assistants to arrange orientation seminars and welcoming events, train employees on the company’s intranet and show them how to find answers to questions about payroll and benefits. Managers confirm performance by checking that all new hires have signed the organization’s code of conduct and have completed legally required training. Assistants who satisfactorily perform these on-boarding duties help support enterprise objectives of employee development.
Key performance indicators for compensation measure an assistant’s efforts to help process payroll efficiently and accurately. Managers check draft reports for correct overtime, paid sick leave and vacation calculations. Assistants must demonstrate an understanding of the company’s compensation policy, a benchmark toward complying with the organization’s employee motivation goals.
To tell them whether an assistant is helping to promote the teamwork spirit among employees, managers look for evidence in the workplace environment. Did the assistant intervene at the right time to prevent tensions between workers from escalating into something more serious? Also, are many employees complaining they’ve had to wait too long for the HR department’s response to everyday inquiries? According to human resources expert Dr. Stephen Schoonover indicators such as staff members’ willingness to cooperate with each other and with managers demonstrate that assistants are supporting the department’s commitment to improving employee relations.
- HR Tools: A Business Needs Key Performance Indicators
- State University: Human Resources Assistant Job Description
- Sample Job Descriptions: HR Assistant Job Description
- HRN Management Group: Position Description
- HR Management: What are Key Performance Indicators (KPI)?
- BSC Designer: HR Evaluation and Sample HR KPIs
- "Human Resource Management"; Pravin Durai; 2010