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HR Staff-to-employee ratio
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HR Staff-to-employee ratio
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Bottom line question: How much time (ballpark figure in hours per week) should it take to effectively administer HR services for a staff of 75 to 100 employees? (How much time for "start-up" and how m
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HR Staff-to-employee ratio
posted at 7/13/2002 5:16 AM EDT
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Posts: 11
First: 7/13/2002 Last: 11/5/2003 |
Bottom line question: How much time (ballpark figure in hours per week) should it take to effectively administer HR services for a staff of 75 to 100 employees? (How much time for "start-up" and how much once all systems are in place and running?)
Background: I have recently become the sole centralized HR person for an established family-owned business with about 75 employees. (All HR tasks were previously spread out among several employees who did them with varying degrees of education and attention to detail.) We expect to expand to 100 employees very soon. I have been doing a lot of "system creating" for the basics, (hiring, employee recordkeeping, and benefits administration) and as I go along I see there is so much more to do! |
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HR Staff-to-employee ratio
posted at 7/13/2002 5:55 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Yes, there is a lot to do if you're setting up an HR function. I've done it several times for a number of larger organizations myself.
The first thing you need to do is sit down with the top management and define what their expectations are for the HR function. If all they see is record keeping and benefits admin, then you won't need a whole lot more than what you've got. If, however, they see a real need for things like compensation strucutres, employee handbook and policies, performance management etc, then one person is woefully inadequate. It could be done with one, but IMO only with some outside help (eg contractors). But find out what is expected first, then proceed accordingly. |
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HR Staff-to-employee ratio
posted at 7/13/2002 1:06 PM EDT
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Posts: 11
First: 7/13/2002 Last: 11/5/2003 |
Thanks for your speedy (and helpful) reply, Nork3!
I may need to clarify a little further as well: I am now the ONLY person doing HR, having taken on what everyone else was doing, and it's in addition to my other duties, so I'm not able to devote full time to it. You may have already understood that when considering your answer, and if so, thanks! If not, I'm happy to hear more. |
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HR Staff-to-employee ratio
posted at 11/12/2008 12:44 PM EST
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Ratios like this may not be meaningful for two basic reasons
1. when comparing vary small companies with very large you can always get better leverage. 2. The scope of work is critical for these types of ratios. For example, does HR include payroll? Workers comp? recruting done internally? HIPAA, Pension Plans admin, health club? nurse? party planning, union negotiations.... the list is endless. So while these ratios have SOME value it is limited as a true measuring tool. |
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HR Staff-to-employee ratio
posted at 11/12/2008 3:14 PM EST
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I don't know anything about a "generally accepted HR staffing ratio." In every professional journal I have read this nebulous and meaningless measurement has taken on mythical proportions.
I have effectively run HR functions in organizations ranging from 600 - over 10,000 employees with "ratio's" of 1:400. There are too many variables to determine what is and what isn't. Duties, growth, technology, marketplace, industry and locations (number of facilities) all have an impact on how many people are necessary to do something. To directly answer your question, and I admit to a strong bias, you should be more than enough to do this job. |
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HR Staff-to-employee ratio
posted at 11/13/2008 3:11 AM EST
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Posts: 237
First: 7/10/2007 Last: 8/31/2011 |
There are some HR functions that take time regardless of headcount. Ive been in companies with under 200 ees several times. As other s have mentioned, there are variables; do you administer benefits? , payroll?, do you have to travel to other locations? While Ive had direct accountability for up to 3500 ees, I have no trouble saying that 100 can also be a full time job. I must add however, that in several of those smaller companies I did have secondary responsibilities. |
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HR Staff-to-employee ratio
posted at 11/13/2008 4:15 AM EST
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
I do all payroll and HR functions for a set of 4 companies that have just come close to 100 employees in total. I came from an HR background.
Only one of the companies have benefits. I have done payroll setup for all 4, benefits setup for corporate and new company setup for 2 -- 1 new and one purchased company. (I have also closed a sold company). I work 30 hours a week except for crunch times (open enrollment, new company setup, payroll setup, etc). Personally I think one person dedicated to your position is more than enough. But if that person also has other responsibilities, I would want to review the duties more. |
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