Sim Ling KU

Some Excel HR Formulas

1. Turnover Rate. Calculates the turnover rate. High turnover rate can indicate potential issues with recruitment, work environment, or job satisfaction. Monitoring this rate helps in retaining valuable employees and reducing recruitment costs.

Formula: =(Number of Employees Who Left / Average Number of Employees) * 100

Benchmark Guideline: Industry-specific turnover rates may vary, but generally, a rate below 10% is considered low, while over 30% is high.

2. Employee Tenure. Calculates an employee’s tenure in years. This provides insights into workforce stability and can be useful for recognising long-term employees, which can positively impact company culture.

Formula: =DATEDIF(HireDate, Today(),”y”)

Benchmark Guideline: Comparable to the guideline in #1, it really depends on the industry average. But nowadays, when I talk to people, it seemed that 3 years is good enough already =S

3. Absenteeism Rate: Calculates the absenteeism rate, indicating the % of workdays lost due to employee absences. Tracking this rate helps identify patterns, allowing interventions to address employee health and well-being.

Formula: =(Total Days of Absence / (Total Workdays * Number of Employees)) * 100

Benchmark Guidelines: It should not be more than 3.5% per year.

4. Benefits Cost per Employee. Calculates the average benefit costs per employee, providing insights into HR budget management and ensuring competitive compensation packages.

Formula: =(Total Benefit Costs / Total Number of Employees)

Benchmark Guideline: Varies by industry too, but between 30% and 40% of employee’s salary sounds okay.

5. Compensation Ratio. Calculates the compensation ratio, which compares an employee’s actual salary to the market salary midpoint for their position. This helps in ensuring that employee salaries are competitive within the market. It guides salary adjustments and helps attract and retain top talent.

Formula: =(Actual Salary / Market Salary Midpoint) * 100

Benchmark Formula: On top of industry standards, this one also depends on market conditions. The goal is to exceed 100 to ensure competitiveness.

Each of these measurements serves a specific purpose in HR management, enabling HR professionals to make informed decisions and improve various aspects of the workforce, from hiring and retention to overall productivity and satisfaction.

#ExcelinExcel #HRFormulas #AuntyHR

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P.S. If you find data challenging, it’s time to sharpen your Excel skills. In HR, the power of data is undeniable. Don’t solely rely on the Finance team, empower yourself to take control. Consider exploring courses like this one: https://lnkd.in/gjDqpii6 . It might just be the key to unlocking your full HR potential 😉

My First Resignation

I remember the first time I resigned. I had been with the company for barely three months. On my last day, I was scheduled for showroom duty, finishing work at 6pm. But instead of rushing off, I decided to hang out a little longer, helping out while bidding my farewells.

Then, around 6.30pm, a customer waked in. So, I attended to them until after 7pm. Closed the sale, said my final goodbyes, and left. That was in 2003.

Even after leaving the company, I stayed in touch with my colleagues. 22 years later, I finally reunited with some of them in person (picture below). It was so nice to hear stories about the company after I left and to see everyone continued to do well in their own career paths.

I didn’t stay long in that company, but I’ve always believed in doing my best until the very last day. Just because we’re leaving doesn’t mean we stop putting in effort or stop being part of the team.

Jobs may come and go, but the friendship we build can last a lifetime. The way we leave a company says just as much about us as the way we start, don’t you think?

So whether we stay for three months or 20 years, leave knowing we gave it our all. Leave with no regrets. And leave with friendships that stand the test of time. 🫰

xoxoxo, AuntyHR

Sexy Resume Keywords for HR Professionals

I've seen a lot of HR resumes, and I say this with love - some of them are just... meh.
We read resumes everyday, we have to know what a good one looks like. 
Starting with sexy keywords.

💰 Compensation & Benefits (C&B)
🗝️ Total rewards strategy, Salary benchmarking, Benefits administration, Job grading & evaluation, Market analysis
📑 “Designed and implemented a market-aligned salary structure, improving pay equity and increasing employee retention by 18%.“

🧾 Payroll
🗝️ Payroll processing, Statutory compliance, EPF/SOCSO/EIS/LHDN reporting, Payroll system migration, Salary reconciliation
📑 “Processed end-to-end payroll for 300+ employees while ensuring full statutory compliance and timely disbursement.“

📚 Learning & Development (L&D)
🗝️ Training needs analysis (TNA), Learning strategy, Skills gap identification, Leadership development, HRDC, Learning Management System (LMS)
📑 “Developed and rolled out a leadership training series for mid-managers, resulting in a 30% increase in internal promotions within 12 months.“

🧠 Organisational Development (OD)
🗝️ Change management, Culture transformation, Organisational design, Employee engagement, Strategic workforce planning
📑 “Led a company-wide culture audit and implemented and OD roadmap that improved employee engagement scores by 40% within a year.“

📊 HR Analytics
🗝️ Data-driven insights, Workforce dashboards, Turnover analysis, Predictive analytics, People metrics
📑 “Created HR dashboards using Power BI to track turnover trends and workforce KPIs, leading to a 15% reduction in attrition.“

🛡️ Industrial Relations (IR)
🗝️ Domestic inquiry, Disciplinary procedures, Union negotiation, Labour law compliance, Termination management
📑 “Handled over 50 disciplinary cases in accordance with the Employment Act, ensuring process and zero IR disputes escalated to labour court.“

🌍 Employer Branding /Culture / DEI
🗝️ EVP development, Internal communications, Culture-building programs, Diversity initiatives, Brand storytelling
📑 “Co-led the employer branding revamp which increased LinkedIn job application rates by 60% within 6 months.“

🔍 Recruitment/Talent Acquisition
🗝️ End-to-end recruitment, Talent sourcing strategy, Employer branding, Interview & assessment, Recruitment funnel optimisation, Candidate experience
📑 “Successfully filled 80+ roles across functions within 6 months by optimising sourcing channels and improving time-to-hire by 35%.“

👩‍💼 HR Business Partner (HRBP)
🗝️ Strategic HR partnership, Talent alignment, Workforce planning, Business unit collaboration, People strategy execution
📑 “Partnered with business leaders to realign workforce strategy, reducing turnover in sales team by 22% through targeted retention programs.“

We've helped others land their jobs. It's time to do the same for ourselves.

All we need is the right keywords to sell it like we mean it. 🫶

xoxoxo, AuntyHR

P.S. To DM, try IG. LI quota busted 😅

10 Amendments in the Employment Act 1955 You Should Know

With effective 1st Jan 2023…

1. Employment Act 1955 (EA) now covers all employees in West Malaysia & Labuan irrespective of wages. However, for employees earning monthly wages above RM4K, the overtime claims, allowance for shift-based work, termination & lay-off benefits are not applicable.

2. Flexible Working Arrangements are now provided in EA, however if an employee requests for it, employer has the right to reject within 60 days and it needs to be in writing with reasons.

3. Maximum working hours per week reduced from 48 to 45 hours.

4. Maternity leave increased from 60 to 98 consecutive days (finally!).

5. Introduction to paternity leave. It is now 7 consecutive days up to 5 confinements provided you are employed by the same company for 1 year, married to the mother in question and has informed the company no less than 30 days from expected confinement date.

6. New section to improve protection for pregnant mothers against termination.

7. Another whole new section to protect gig workers better. Cannot simply just hire contract for service just because we don’t want give EA benefits anymore.

8. It is the law now that employers shall at all times exhibit conspicuously at the workplace a notice to raise awareness on sexual harassment.

9. Employment of foreign workers require prior approval from DG opposed to just inform previously.

10. Sick leave and hospitalization leaves are now separated. The 60 days of hospitalization is now totally separate from the 14/18/22 days of sick leave entitlement.

#Top10 #EA1955

Comply to the Law with Me Sim Ling KU