雇员离职的真实成本

9月20日

雇员招聘的成本很多公司都会注意和衡量，但雇员离职（Employee Turnover）的成本就不是很多企业在具体衡量。 根据美国的一项最近调查，企业年平均的跳槽率大概是12%，新招聘的需求很多（75%）都是替代离职员工留下的缺口。

好消息是有很多工具来降低雇员离职的可能，包括提升、加薪、培训、福利、沟通。但坏消息是这些方法，或者说在人力资源上的投资都很费钱。企业也不可能为了留住一些员工无限制的满足他们的需求，也会打破企业内部的结构平衡。雇员离职带来的成本是对企业盈利底线（Bottom Line）直接的负面因素。

企业家都喜欢用盈亏平衡法来比较投资方案，同样公司的HR部门也应该了解雇员保留的成本（投资）和雇员离职的成本之间关系。当雇员离职成本远大于雇员保留成本（投资）时候，企业家必须要考虑提升在人力资源保留上的投资。反之，企业也知道自己为了保留关键员工的投资的底线在哪里。

HR部门为了能够进行这样的计算，就必须首先计算雇员离职的真实成本。根据H.L. Smith, W.E. Watkins 和Cascio，这个主要包括4大部分：

第一、分离成本 Seperation Cost

• 离职面试（Exit Interview）
• 行政人员为离职人员所付出时间
• 离职支付（separation/severance pay）
• 失业赔偿（可能包括竞业协议赔偿等等）

第二、空缺成本 Vacancy Cost

• 为了替补离职空缺而增加的临时人力投入

第三、替换成本 Replacement Cost

• 吸引候选人
• 面试
• 测试
• 旅行支付/候选人搬迁支付
• 入职相关手续
• 体检
• 候选人信息分析和处理

第四、培训成本 Training Cost

【TZ按】根据以上的研究，雇员离职的计算器（表格，参见所附的计算样本）也就应运而生了。在运用雇员离职的计算器时，企业可以根据自己情况更改、删除、添加相关的项目来得到最后的结果。

德卡猎头 ( www.dacare.com)

附：雇员离职成本计算样本 ACE Manufacturing

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THE COST OF EMPLOYEE TURNOVER

Sample Completed by ACE Manufacturing

Separation Costs

• cost of exit interviewer's time (15 minutes preparation; 30-minute interview;

  • and 15-minute follow up @$18 per hour)................................................................ $18

  + cost of terminating employee's time (30 minutes @$9.50 per hour).......................................5

  + cost of administrative functions related to termination (2 hrs @ $12).................................... 24

  + separation pay (1 week @ $320).......................................................................................320

  + increase in unemployment tax (marginal rate increase + add tax) ...................................272

Vacancy Costs

• cost of additional overtime (20 hours@ $14.25 per hour for 3 weeks)................................ 855

  + cost of additional temporary help (20 hours @ $11 per hour for 2 weeks)....................... 440

  - wages and benefits saved due to vacancy (40 hours @ $9.50 per hour for 3 weeks) ....(1,140)

Replacement Costs

• preemployment administrative expenses (3 hours @ $12)....................................................... 36

  + cost of attracting applicants (ads, agencies, and staff time) ...............................................162

  + cost of entrance interviews (5 interviews x 1 hour x $16) ....................................................80

  + testing costs (aptitude, skill, drug--1 hour @ $16 + $30) ...................................................46

  + staff costs (staff meetings -- one 30-minute meeting with 3 people @ $16 per hr) ............24

  + travel and moving expenses (interviewees and new employee) ..............................................0

  +postemployment information gathering and dissemination costs (payroll, benefits, policies,

  • and procedures, employee records, 2 hours @ $14 + 2 hours @ $9.50) ...................47

    + cost of postemployment medical exams ......................................................................75

Training Costs

• cost of informational literature (manuals, brochures, policies) ..................................................10

  + formal training costs ..............................................................................................................50

  + informal training costs (OJT, mentoring, socializing - 1 day @ $16 per hour +

  • 1 day @ $9.50 per hour) ...........................................................................................204

Performance Differential

• differential in performance costs/benefits (salary differential, vacancy lag, learning curve) ..760

TOTAL TURNOVER COSTS PER EMPLOYEE ...............................................................$2,288