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2020 | workforce metrics around the world
Sample reportThe value and importance of workforce metrics can sometimes be overlooked but they can be a critical and core component that helps to measure your business. Compare your company to a set of key metrics from countries around the world.
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Table of contents
4 Report structure
5 Reading this report
Note: You may find this report easier to navigate by using bookmarks. Watch this short video to learn more.
15 Country
16 Workforce & payroll
21 Management span ratio
22 Employee “churn”
24 Employee promotions
26 Top performers
28 About this report
29 Methodology
30 Glossary
32 About Mercer
©2020 Mercer LLC. 3 Workforce Metrics Around the World — SampleSAMP
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https://taap.mercer.com/help/bookmark-navigation
The 2020 Workforce Metrics Around the World publication provides actionable information on a selection of key employee-based metrics that can be critical for an organization to monitor and measure. Created with the human resources professional in mind, this report offers critical, up-to-date data to assist companies interested in forecasting and managing changes in their workforce.
Reading this reportThese pages offer guidance and direction on how to use and interpret the data included in this report. In addition to referencing these pages, you may also find the definitions in the glossary section useful.
Report structure
Market dataThis report provides metrics for a single country and covers the following topics:
• Workforce & payroll: Compare workforce distribution and payroll distribution by job family, career level, and gender; as well as workforce distribution by age.
• Management span ratio: Understand the overall span of control in this market, along with job family and career level (executive, management) data.
• Employee “churn”: Take a closer look at movement in and out of companies in this market with voluntary turnover and new hire rates broken down by job family, career level, gender, and age.
• Employee promotions: Identify areas of the business that have higher or lower rates of promotion according to job family, career level, gender, and age.
• Top performers: Find out which areas of the business contain top performers, based on job family, career level, gender, and age.
About this reportThis section delineates the methods of data gathering and cleaning used for the report and lists key definitions. It is composed of the following subsections:
• Methodology includes data sources used to compile this report, currency conversion rates, and other details on calculations and assumptions.
• Glossary provides definitions for many of the terms used throughout this report, as well as other HR-related terms.
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Reading this report
Some job families represent a greater portion of the payroll cost versus the number of employees. This is indication that this family is higher paid than other families. Some variation between the two figures is to be expected, but an extreme difference may indicate other issues within your organization structure.
This graphic depicts the distribution of the workforce across the organization, along with the distribution of the costs.
This graphic breaks down the data further and shows the workforce and cost distribution for the sub families within the larger family.
This indicates the sub family within the larger job family.
SAMPLE DATA
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This graphic compares workforce and cost distribution by career level.
It is common to see more senior levels have a higher proportion of the cost versus the number of employees impacting those costs.
The workforce and cost distribution is also provided by gender. In this country, the workforce has significantly more male employees than female employees.
Monitoring the cost distribution by gender will help to identify potential pay equity issues within your organization. Ideally, the percentage should be similar to the workforce distribution.
Reading this report
SAMPLE DATA
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The distribution across age groups is provided for the workforce only; payroll costs are not available.
This age group can be critical to monitor. If the proportion of employees is too large in this group, there may be potential business risk when this group enters retirement. It will be important to ensure plans are in place to transfer knowledge of critical roles.
Reading this report
SAMPLE DATA
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Span of control at the executive level is typically much higher than other parts of the business.
The span ratio is determined by evaluating the number of executive and management employees versus professional and support employees.
Similar to the overall ratio above, the job family ratio is determined by evaluating the number of executive and management employees versus professional and support employees in each job family.
Reading this report
The career level data provides insight into market practice for span of control for executive and managers separately.
SAMPLE DATA
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This figure indicates the percentage of the overall workforce that left their company during the last 12 months.
This figure indicates the percentage of the overall workforce that were hired during the last 12 months.
Reading this report
SAMPLE DATA
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This figure indicates the percentage of the workforce that voluntarily left their company during the last 12 months.
In this country, this percentage is very high as there may have been no, or very few, employees in the age category previously. The first new hire in this age group would be a 100% increase.
Reading this report
SAMPLE DATA
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This graphic indicates the percentage of employees promoted within each job family. In this country, employees in the operations family are promoted at a much lower rate. Depending on your organizational structure and the targets you would like to meet, this could be an indication of a performance issue that needs to be addressed.
Reading this report
SAMPLE DATA
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For some metrics, such as gender, it may be preferable to have similar rates of promotion. But when viewing promotion rates based on the age of employees, there is a greater chance of seeing rates become lower with an increase in age. This may be because these employees have reached their maximum career level, or it could be an indication that these age groups are being overlooked. It is important to evaluate and measure your own company and understand why certain demographics of employees are promoted at a higher or lower rate.
Reading this report
The percentage of employees promoted is highest for the management level and lowest for the support level. Depending on an organization’s structure, there could be some levels with fewer promotional opportunities.
This indicates the overall percentage of employees who received a promotion.
SAMPLE DATA
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When looking at top performers, we can see that the operations family is also lower than other job families. This corresponds with the rate of promotions on the previous page.
In this example, the percentage of both males and females rated as top performers is very similar.
Reading this report
SAMPLE DATA
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Reading this report
Within each career level, the percentage of employees rated as top performers varies. In this example, one-quarter of executives received top ratings; all other levels decrease as the hierarchy gets lower.This indicates the overall
percentage of employees who were rated as top performers.
The percentage of employees rated as top performers in each age bracket is more closely aligned than those who received promotions.
SAMPLE DATA
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Country
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Workforce & payroll12monthworkforce distribution vs. payroll cost distribution
All job families
General & administrative job family
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12monthworkforce distribution vs. payroll cost distribution
Operations job family
Services job family
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12monthworkforce distribution vs. payroll cost distribution
Research& development job family
Sales &marketing job family
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12monthworkforce distribution vs. payroll cost distribution
Career level
GenderWorkforce distribution Payroll cost distribution
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Workforce distribution
12monthworkforce distribution vs. payroll cost distribution
Age
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Management span ratio12monthmanagement span ratio
Overall Career level
Job family
Overall
4.6
Executive
74.6
Management
4.9
General & administrative
3.2
Operations
7.4
Services
5.0
Research & development
5.6
Sales &marketing
3.7
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Employee churn12month voluntary turnover and newhires
Job family
Gender
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12month voluntary turnover and newhires
Career level
Age
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Employee promotionsPercentage of employees promoted in last 12months
Job family
Gender
Male Female
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Percentage of employees promoted in last 12months
Career level
Age
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Top performersPercentage of employees rated as top performers in last 12months
Job family
Gender
Male Female
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Percentage of employees rated as top performers in last 12months
Career level
Age
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reportabout this
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Data collectionData for this report were extracted from the Workforce Metrics module of the Mercer | Comptryx platform during June 2020. This platform houses data for more than four million incumbents at technology-based companies located in 90+ countries around the world.
Mercer | Comptryx includes three distinct modules of data:
• Global pay: Compensation benchmarking data for all jobs, levels, data elements, and locations typically found in a Tech company.
• Workforce metrics: Compare the metrics of your organization to the competition in areas such as gender, attrition, experience, and promotion.
• Labor cost modeling: The ability to design virtual organizations on the fly and instantly estimate payroll costs in locations around the world.
Visit Comptryx.com for more information on Mercer | Comptryx.
This section provides information on the methods of collecting, collating, and analyzing data for this publication. Below are notes on exceptions and exclusions in the data and a list of data sources and relevant equations. Readers will also find a glossary of key terms.
Methodology
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http://www.comptryx.com
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