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The document defines key HR metrics and derived calculations, including revenue and labor-based ratios, human capital ROI and value added, HR expense factor, absence and turnover rates, hiring cost, time to fill, and training and benefit investment measures. It also covers HR operational approaches such as outsourcing and HR portals, and reviews organization design decisions, structures, coordination methods, and culture concepts with change steps.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/aphri-shahad-alnouri-organization-strategy-hr-metrics-organizational-structure/144226/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/aphri-shahad-alnouri-organization-strategy-hr-metrics-organizational-structure/144226.png","ImageObject",300,407,{"name":92,"@type":93},"Aurelia","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-22","2026-08-25",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",16,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"How do vision and mission statements work in organizational strategy?","Question",{"text":113,"@type":114},"The vision statement imagines in detail what the company will become if successful, while the mission statement explains why the organization exists. The document notes that the mission is not measurable.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What are common HR metrics and how are they derived?",{"text":118,"@type":114},"The document lists metrics such as absence rate and turnover rate (both expressed as percentages), revenue factor (revenue divided by total FTE), revenue per labor cost (revenue divided by total labor cost), HR expense factor (HR expense divided by total employee), and training investment factor (total training costs divided by headcounts).",{"name":120,"@type":111,"acceptedAnswer":121},"Which organizational structure and coordination approaches are discussed?",{"text":122,"@type":114},"It covers organizational structure as fixed relationships among jobs and outlines design decisions like departmentalization, delegation of authority, coordinating mechanisms, division of labor, and span of control. Coordination methods include direct supervision, standardization of work process/output/skills, and mutual adjustment, and it distinguishes functional vs product departmentalization and matrix structures.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},144226,1787698785,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":130,"read_time":145},1099514068365,"https://ap-avatar.wpscdn.com/avatar/10000253d8d9f28188e?_k=1776742907772140068","organization strategy determine the direction it will go and serve to coalesce the energies vision statement imagine in detail what the company will become if successful mission statement explains why an organization exist. (NOT MEASURABLE)  \nBudgets have three major purposes: coordination and integration, motivation , control and evaluation  \nMetrics:  \nRevenue factor: revenue / total number of FTE ( full time employee)  \nRevenue per labor cost: revenue / total labor cost  \nHuman capital ROI: [ revenue –( operating expense –( compensation cost + benefit cost )) / compensation cost + benefit cost)  \nHuman capital value added : [ revenue –( operating expense –( compensation cost + benefit cost)) / total number of FTE  \nHR expense factor : HR expense / total employee  \n!\"\\#$%& () *+,- +$-%!. /! .0%  \nAbsence rate = ~~ ~~ ∗ 100  \n+1%&+2% !\"\\#$%& () %\\#34(,%%- *\"&/!2 .0% \\#(!.0  \n!\"\\#$%& () -%3%&+./(! *\"&/!2 .0% \\#(!.0  \nTurn over rate= ~~ ~~ ∗ 100  \n+1%&+2% !\"\\#$%& () %\\#34(,%%- *\"&/!2 .0% \\#(!.0  \nCost per hire = %5.%&!4\"6\\#($-%.-&7(/)!.%0/&&!%~~ ~~6(-.-~~ ~~ ( measure only the cost of hiring new replacement and not the current employee)  \nTurnover cost per employee = -%3&+./(! 6(-.-7&%34+6%\\#%!. 6(-.-7.&+/!/!2 6(-.-74(-. 3%&)(&\\#+!6%   \n!\"\\#$%& () &%34+6%\\#%!.  \nTime to fill = .(.+4~~ ~~*+,-~~ ~~%4!$\\#-%$*%&.0(/)&/%44*&%8\"/-/./(!~~ ~~  \nTraining investment factor = total training costs / headcounts  \nEmployee benefit as a percent of payroll= .(.+4~~ ~~%\\#3(4,%&4~~ ~~2&$(%--!%3/,.&-3(4+4,\\#%!.-~~ ~~---  \nHuman outsourcing can be a cost eUective method because: 1-outside expert can use economies of scale to perform HR functions 2-outside expert can use their expertise and broader perspective 3-outside expert are better prepared to keep abreast of technological advances  \n--  \nSome companies outsource all of their HR function to a single vendor called HR business process outsourcing ( HR BPO)  \n--  \nHR portals allow employee to access their own personal information  \n--  \nAdvantage of voice mail, text, and email message is that they can be transmitted to a list of individuals  \n--  \nThe employers can’t prohibit the use of social media because that would abrogate their employee’s right of free speech.  \n--  \nOrganizational structure: the fixed relationship among the jobs in the organization Design decision involve organization design: 1-departmentalization 2-delegation of authority 3-coordinating mechanism 4-division of labor 5-span of control  \n-  \nMatrix structure is usually a combination of departmentalization with function and product.  \n-  \nFunctional departmentalization advantage that it promotes skill specialization. the disadvantage it reduces communication and cooperation between department.  \n-  \nProduct departmentalization combine job that produce similar product. Advantage: create great interdepartmental coordination and focuses on producing eUective product. Disadvantage: the skill are not fully utilized unless the company is very large , also it may lead to increase costs because of the duplication of activities  \n--  \nFive method to achieve coordination:  \n1-direct supervision : designed supervisor who tell what to do  \n2-standardization of work process: routine jobs can be coordinated through standard operating procedures  \n3-standardization of output: when product must be produced according to technical specification  \n4-standardization of skills: highly skilled and trained employees can typically coordinate their own activities  \n5-mutual adjustment: mutual adjustment refers to a constant interchange of informal communication  \n-  \nSpecialization is low when employee perform a variety of diUerent tasks and high when each person perform only a single task  \n-  \nOrganization that use a broad span of control are flat. If each manager supervises a few subordinate the span of control is narrow, and there’s a tall organizational structure  \n-  \nLarge span of control depends on 4 situational:  \n1-contact required: jobs that requ","cbCaidjQPKcR2ps9","https://ap.wps.com/l/cbCaidjQPKcR2ps9","pdf",877663,14,"English","# Vision and Mission Statements\n# Budgets and Purposes\n# HR Metrics and Calculations\n## Revenue and Labor Ratios\n## Human Capital Measures\n## Absence and Turnover Rates\n## Hiring and Training Metrics\n# HR Practices and Service Models\n## Outsourcing and HR BPO\n## HR Portals\n# Organizational Structure and Design Decisions\n## Departmentalization and Authority\n## Matrix and Functional/Product Structures\n# Coordination Methods\n# Span of Control and Organizational Height\n# Culture and Climate\n## Values and Shared Assumptions\n## Culture Maintenance Forces\n# Steps for Changing Culture","[{\"question\":\"How do vision and mission statements work in organizational strategy?\",\"answer\":\"The vision statement imagines in detail what the company will become if successful, while the mission statement explains why the organization exists. The document notes that the mission is not measurable.\"},{\"question\":\"What are common HR metrics and how are they derived?\",\"answer\":\"The document lists metrics such as absence rate and turnover rate (both expressed as percentages), revenue factor (revenue divided by total FTE), revenue per labor cost (revenue divided by total labor cost), HR expense factor (HR expense divided by total employee), and training investment factor (total training costs divided by headcounts).\"},{\"question\":\"Which organizational structure and coordination approaches are discussed?\",\"answer\":\"It covers organizational structure as fixed relationships among jobs and outlines design decisions like departmentalization, delegation of authority, coordinating mechanisms, division of labor, and span of control. Coordination methods include direct supervision, standardization of work process/output/skills, and mutual adjustment, and it distinguishes functional vs product departmentalization and matrix structures.\"}]","Aphri Shahad Alnouri - Organization Strategy, HR Metrics & Organizational Structure | PDF",35]