All three HR Metrics offerings use what is called a Market Distribution graph to display the ranges of company submissions for a given metric. The legend is found in each reporting card for that particular tool:
The graph has a vertical red line indicating the market median, with each end of the graph depicting the 25th percentile (lower quartile) and the 75th percentile (upper quartile).
It’s important to note that HR Metrics tools are firm weighted vs. employee weighted, so the Market Distribution graph displays company data for a metric, unlike Radford’s other tools that display individual incumbent data or individual salary data. Keeping the company data aspect in mind, when a user rolls over a bar graph, additional information is displayed:
This is telling the user that for the company at the 25th percentile, the headcount for that metric is 12% for that company. Likewise for the company at the 50th percentile, that metric’s headcount is 17%. For the company that falls at the 75th percentile, the headcount for that measurement is 24% for that organization. The 25th/50th/75th do NOT represent salaries, but rather where the headcount of organizations sit in relation to other organizations with regard to the item being measured.
Those metrics will always be related to the make-up of a particular organization. Broken down by offering, they are best explained as the following:
- Organizational Design: Breaks companies down by percentage on how they are structured
- Job Level: how much of a particular category and level make up an organization.
- Job Function: the percentage a specific function makes up of an organization.
- Talent Mobility: Breakout of incumbent mobility by type
- Turnover Rate by Job Level: What percentage of an organization is leaving a company by job category
- Turnover Rate by Job Function: What percentage of an organization is leaving a company by job function
- New Hire Rate by Job Level: What percentage of an organization is made up of new hires by job category.
- New Hire rate by Job Function: What percentage of an organization is made up of new hires by job function.
- Promotion Rate by Job Level: What percentage of an organization is promoted by Job Level
- Promotion Rate by Job Category: What percentage of an organization is promoted by Job Category
- Lateral Move by Job Level: What percentage of an organization is made up of lateral transfers by Job Level
- Lateral Move by Job Category: What percentage of an organization is made up of lateral transfers by Job Category
- Diversity Representation: Break out of talent mobility by gender
- Turnover by gender: what percentage of turnover was male or female
- New Hire by gender: What percentage of new hires were male or female
- Promotion by gender: What percentage of promotions were male or female
- Lateral Transfer by gender: What percentage of Lateral transfers were male or female
It bears repeating that all the data being shown in these tools represent organizations, not individuals. These tools are meant to help users identify how their organization differs from other organizations.