As we are making progress in the availability of our KPIs in our new HR Insights tool  we have worked at clarifying and refining the definitions of our KPIs and HR attributes. These can be found either from the HR Community or on the home page of HR Insights.

Turnover / Voluntary versus Involuntary departure

When processing a departure in iPeople, a category (“voluntary” or “involuntary”) has to be entered along with the reason (dismissal, resignation, end of probation period, mutual agreement…):

• “Voluntary” should be used when the employee decides to leave with no financial compensation. Therefore, the 3 main reasons for voluntary departure are: resignation, end of probation period at the employee’s request and retirement.
• “Involuntary” covers all other cases.

Note: it is the role of the HR Partner to communicate to the HR Admin whether the departure should be flagged as “voluntary” or “involuntary” when processing the termination in iPeople.

Turnover / Regretted Departures

When analyzing the “Turnover”, we will also show the number of departures that are “Regretted”. A departure will be considered as “regretted” when the 2 following conditions are filled:

1. the departure is “voluntary” AND,
2. the person is either “High Potential”, “High Talent”, or “Top Performer”. Or, if the potential has not been assessed, the last performance rating of the person is 1 or 2.

If a person has never been assessed and has no performance review (= newcomer), he/she will be considered as regretted.

We advise you to align the way you use the “regretted” flag in iPeople with this definition but, as said, the HR Insights KPI will not rely on this.

Promotion

As you know, in iPeople, job changes can be flagged as promotions. However, we will NOT rely on that flag for the HR Insights KPI.

For the sake of consistency, we will simply consider that there is a promotion every time an employee goes a grade up.

We advise you to align the way you use the “promotion” flag in iPeople with this definition but, as said, the HR Insights KPI will not rely on this.

Function (“Custom Functions”)

The notion of “Function”* is increasingly used to show our KPIs as well as for many other purposes (such as transversal analysis of some functions but also distribution lists etc.).

Functions are for example: IT, HR, Finance, Legal, Manufacturing, Clinical, Marketing etc.

Functions are tagged independently from the location, division or role profile which is very useful to get an overall view of a whole function.

The Custom Function is entered on each employee profile in iPeople.

Please make sure you enter the accurate custom function associated with an employee. For your information, this information can be reviewed in the monthly HC report sent by the HRIS team.

The BHRs and their deputies are accountable for the overall accuracy of this data.

External Workforce – typology

As mentioned in one of our recent HR Calls, the External Workforce will be an increasing area of focus.

We established -with the help of Finance, Procurement and Business Ethics- a typology of our external workforce that will enable us to get more visibility over this population. In particular, these categories will have to be entered in IAM when providing/renewing an access for an external employee.

Please do not hesitate to reach out to Sophie Marchandise if you have any question,

Aurélie Rodrigues, Sophie Marchandise