{"id":16629,"date":"2018-11-21T16:52:45","date_gmt":"2018-11-21T15:52:45","guid":{"rendered":"https:\/\/woffu.com\/kpi-en-recursos-humans-cinc-indicadors-clau\/"},"modified":"2026-05-26T14:07:40","modified_gmt":"2026-05-26T12:07:40","slug":"kpi-en-recursos-humans-cinc-indicadors-clau","status":"publish","type":"post","link":"https:\/\/woffu.com\/ca\/blog\/gestio-horari\/kpi-en-recursos-humans-cinc-indicadors-clau\/","title":{"rendered":"KPI en Recursos Humans: cinc indicadors clau"},"content":{"rendered":"<p><span style=\"font-weight: 400;\"><span class=\"dropcap\">E<\/span>l reclutament i la retenci\u00f3 de talent s\u00f3n dos dels grans objectius de qualsevol departament en qu\u00e8 es gestionen persones. Per\u00f2 la veritat \u00e9s que per assolir determinades fites, \u00e9s convenient utilitzar indicadors de rendiment o KPI en Recursos Humans.   <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Habitualment els KPI (Key Performance Indicators, per les seves sigles en angl\u00e8s) s&#8217;usen en el sector del m\u00e0rqueting i les vendes. No obstant aix\u00f2, cada vegada s\u00f3n m\u00e9s els departaments de gesti\u00f3 de persones que usen els KPI en Recursos Humans, perqu\u00e8 aquest tipus d&#8217;indicadors els poden resultar \u00fatils. Poden servir per <strong>mesurar el rendiment d&#8217;activitats o processos, per assolir uns objectius determinats, realitzar canvis o reenfocar les estrat\u00e8gies. <\/strong>   <\/span><\/p>\n<h4><span style=\"font-weight: 400;\">L&#8217;estrat\u00e8gia de l&#8217;equip de Recursos Humans s&#8217;ha de fonamentar en una s\u00e8rie d&#8217;indicadors que s\u00f3n clau.  <\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Si b\u00e9 cada equip pot treballar amb els seus d&#8217;acord amb les seves necessitats i\/o prioritats, volem donar-vos un cop de m\u00e0 amb un total de <strong>5 KPI en Recursos Humans que poden resultar \u00fatils<\/strong>. \u00c9s una manera d&#8217;identificar amb precisi\u00f3 els problemes abans que es normalitzin i fer aix\u00ed tots aquells canvis o ajustos que puguin beneficiar els equips de treball i, l\u00f2gicament, a l&#8217;empresa. <\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<div class=\"ez-toc-title\" style=\"cursor:inherit\">Taula de continguts<\/div>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/woffu.com\/ca\/blog\/gestio-horari\/kpi-en-recursos-humans-cinc-indicadors-clau\/#1_La_retencio_de_talent\" >1. La retenci\u00f3 de talent<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/woffu.com\/ca\/blog\/gestio-horari\/kpi-en-recursos-humans-cinc-indicadors-clau\/#2_Labsentisme_laboral\" >2. L&#8217;absentisme laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/woffu.com\/ca\/blog\/gestio-horari\/kpi-en-recursos-humans-cinc-indicadors-clau\/#3_La_permanencia_en_un_mateix_lloc\" >3. La perman\u00e8ncia en un mateix lloc<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/woffu.com\/ca\/blog\/gestio-horari\/kpi-en-recursos-humans-cinc-indicadors-clau\/#4_El_temps_mitja_de_contractacio\" >4. El temps mitj\u00e0 de contractaci\u00f3<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/woffu.com\/ca\/blog\/gestio-horari\/kpi-en-recursos-humans-cinc-indicadors-clau\/#5_La_mitjana_de_temps_per_assolir_els_objectius\" >5. La mitjana de temps per assolir els objectius<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"1_La_retencio_de_talent\"><\/span>1. La retenci\u00f3 de talent<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">\u00c9s una de les majors preocupacions de les empreses, retenir el talent que ja est\u00e0 treballant a la corporaci\u00f3. No en va, els \u00edndexs elevats de rotaci\u00f3 laboral tenen un cost molt elevat per a qualsevol organitzaci\u00f3.   <\/span><\/p>\n<p><span style=\"font-weight: 400;\">El KPI de la retenci\u00f3 de talent \u00e9s un dels KPI en Recursos Humans m\u00e9s importants, perqu\u00e8 pot oferir dades rellevants sobre l&#8217;estabilitat laboral en una empresa i estan directament vinculats amb la Cultura de l&#8217;empresa o la retribuci\u00f3 als empleats. <\/span><span style=\"font-weight: 400;\">\u00c9s convenient fer aquest c\u00e0lcul de manera trimestral i anual i per a aix\u00f2, cal comptar amb dades clau: d&#8217;una banda, el <strong>nombre d&#8217;empleats que cada any deixen l&#8217;empresa<\/strong>. Aquesta xifra s&#8217;haur\u00e0 de dividir pel <strong>nombre mitj\u00e0 d&#8217;empleats que va tenir aquell any l&#8217;organitzaci\u00f3<\/strong>. D&#8217;aquesta manera descobrireu el percentatge de retenci\u00f3 de talent, obtenint dades objectives per prendre mesures que us ajudin a reduir la rotaci\u00f3 i els seus elevats costos associats.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-12786 size-full\" src=\"https:\/\/woffu.com\/wp-content\/uploads\/2019\/10\/kpi-2.jpg\" alt=\"\" width=\"2000\" height=\"721\" srcset=\"https:\/\/woffu.com\/wp-content\/uploads\/2019\/10\/kpi-2.jpg 2000w, https:\/\/woffu.com\/wp-content\/uploads\/2019\/10\/kpi-2-300x108.jpg 300w, https:\/\/woffu.com\/wp-content\/uploads\/2019\/10\/kpi-2-1024x369.jpg 1024w, https:\/\/woffu.com\/wp-content\/uploads\/2019\/10\/kpi-2-768x277.jpg 768w, https:\/\/woffu.com\/wp-content\/uploads\/2019\/10\/kpi-2-1536x554.jpg 1536w\" sizes=\"(max-width: 2000px) 100vw, 2000px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"2_Labsentisme_laboral\"><\/span>2. L&#8217;absentisme laboral<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">L&#8217;absentisme laboral \u00e9s una de les principals preocupacions de les empreses. Segons el <\/span><span style=\"font-weight: 400;\">VII Informe Adecco sobre Absentisme Laboral<\/span><span style=\"font-weight: 400;\">, la taxa d&#8217;absentisme a Espanya acumula un creixement del 21% des de l&#8217;any 2014. <\/span> <\/p>\n<p><span style=\"font-weight: 400;\">Un altre KPI en Recursos Humans fonamental \u00e9s el que ens ajuda a mesurar les abs\u00e8ncies dels empleats, ja sigui per retards, baixes m\u00e8diques, abs\u00e8ncies justificades o injustificades. Ens pot resultar de gran utilitat, no nom\u00e9s per detectar problemes dins de l&#8217;empresa, sin\u00f3 tamb\u00e9 per predir les baixes que es poden produir en un futur. \u00c9s important, a m\u00e9s, que usem aquest indicador per quantificar el cost per hora treballada perduda, perqu\u00e8 ens oferir\u00e0 informaci\u00f3 molt valuosa sobre els perjudicis de l&#8217;absentisme a la nostra organitzaci\u00f3.    <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per fer el c\u00e0lcul, cal dividir la <strong>quantitat de dies que els empleats van faltar al seu lloc de treball<\/strong> entre la <strong>quantitat de dies de treball que haurien d&#8217;haver complert<\/strong>. La xifra resultant s&#8217;ha de multiplicar per 100. El resultat que obtindrem ser\u00e0 el percentatge d&#8217;absentisme laboral a l&#8217;empresa.  <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"3_La_permanencia_en_un_mateix_lloc\"><\/span>3. La perman\u00e8ncia en un mateix lloc<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Quant de temps passa un empleat en el mateix lloc de treball? I quina repercussi\u00f3 pot tenir la durada en el lloc de treball amb la retenci\u00f3 de talent? Doncs pel que sembla, molta. Els experts vinculen les fugues de talent amb el fet que alguns empleats passin massa temps en un mateix lloc. \u00c9s normal que al cap de diversos anys fent el mateix, els empleats busquin noves oportunitats laborals en altres corporacions si no les troben a la mateixa empresa.      <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Els experts no coincideixen en una xifra m\u00e0gica que serveixi per determinar quant de temps hauria de passar una persona en un mateix lloc. En realitat es tracta d&#8217;una decisi\u00f3 molt \u00edntima de cada persona, per a la qual s&#8217;han de valorar diferents factors, com per exemple el seu pla de carrera o com se senten en el lloc. Per als c\u00e0rrecs directius i de responsabilitat, sol recomanar-se una perman\u00e8ncia d&#8217;entre tres i cinc anys. No obstant aix\u00f2 i com \u00e9s dif\u00edcil donar una directriu en general, <strong>\u00e9s important que els supervisors i responsables de Recursos Humans mantinguin converses freq\u00fcents per mesurar el nivell de satisfacci\u00f3 dels empleats<\/strong>, la seva productivitat i en definitiva, valorin sobre la taula (m\u00e9s enll\u00e0 dels indicadors) si \u00e9s convenient o no que aquesta persona faci un canvi en les seves responsabilitats i\/o atribucions.     <\/span><\/p>\n<p><span style=\"font-weight: 400;\">En qualsevol cas, mesurar el temps que un empleat triga a ascendir a un altre c\u00e0rrec a trav\u00e9s d&#8217;un KPI en Recursos Humans<\/span> <span style=\"font-weight: 400;\">pot resultar \u00fatil per saber quin \u00e9s el progr\u00e9s mitj\u00e0 dels treballadors a l&#8217;empresa i ens ajuda a obtenir una panor\u00e0mica de l&#8217;estat de les coses.<\/span><span style=\"font-weight: 400;\"> Aquest c\u00e0lcul es pot fer sumant el <strong>nombre de mesos que un empleat porta en el mateix c\u00e0rrec<\/strong> i dividint-los pel <strong>nombre de treballadors que t\u00e9 l&#8217;empresa<\/strong>.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"4_El_temps_mitja_de_contractacio\"><\/span>4. El temps mitj\u00e0 de contractaci\u00f3<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Estem davant d&#8217;un altre KPI en Recursos Humans molt interessant, que ens pot ajudar a millorar el temps que tardem a contractar alg\u00fa per a un lloc. El temps mitj\u00e0 de contractaci\u00f3 com a KPI ens indica <strong>quant tardem a trobar un nou empleat per al lloc<\/strong>, <\/span><span style=\"font-weight: 400;\">comptant el per\u00edode que transcorre des del moment en qu\u00e8 es detecta la disponibilitat d&#8217;una pla\u00e7a vacant, fins que finalment el candidat la cobreix i comen\u00e7a a treballar a l&#8217;empresa.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si b\u00e9 es tracta d&#8217;un factor que sempre \u00e9s possible millorar, conv\u00e9 ser cauts en aquest sentit. Perqu\u00e8 la matem\u00e0tica en la contractaci\u00f3 no sempre ha de ser precisa. De vegades tardem m\u00e9s a contractar alg\u00fa nou perqu\u00e8 necessitem dedicar m\u00e9s temps al proc\u00e9s de selecci\u00f3, perqu\u00e8 falten professionals qualificats al mercat o perqu\u00e8 senzillament, i aquesta seria una q\u00fcesti\u00f3 a millorar, estem saturats de feina.    <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"5_La_mitjana_de_temps_per_assolir_els_objectius\"><\/span>5. La mitjana de temps per assolir els objectius<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">L&#8217;\u00faltim KPI en Recursos Humans que heu de valorar t\u00e9 a veure amb el temps en qu\u00e8 s&#8217;assoleixen determinats objectius o es realitzen diferents tasques. Pot ser molt \u00fatil per <strong>analitzar el rendiment i la productivitat<\/strong>, mesurar com d&#8217;efica\u00e7os s\u00f3n els empleats a l&#8217;hora d&#8217;assolir les metes marcades. Aix\u00f2 pot resultar \u00fatil tant per analitzar l&#8217;activitat d&#8217;aquelles persones que ja fa temps que treballen a l&#8217;empresa, com dels empleats que acaben d&#8217;incorporar-se.    <\/span><\/p>\n<p><span style=\"font-weight: 400;\">El normal \u00e9s que al llarg del temps, els indicadors revelin una disminuci\u00f3 del temps en qu\u00e8 un empleat duu a terme una tasca. \u00c9s l\u00f2gic, ja que amb el temps s&#8217;apr\u00e8n i es posseeixen m\u00e9s habilitats per fer alguna cosa en un termini menor. Cal tenir en compte, per\u00f2, que aquests temps acaben estancant-se, perqu\u00e8 \u00e9s impossible millorar de manera infinita aquesta capacitat.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Quins s\u00f3n els vostres indicadors preferits? Quins KPI en Recursos Humans us estan resultant m\u00e9s \u00fatils al vostre departament? <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>El reclutament i la retenci\u00f3 de talent s\u00f3n dos dels grans objectius de qualsevol departament en qu\u00e8 es gestionen persones. [&hellip;]<\/p>\n","protected":false},"author":20,"featured_media":12783,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[150],"tags":[],"class_list":["post-16629","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-gestio-horari"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>KPI en Recursos Humans: cinc indicadors clau - Woffu<\/title>\n<meta name=\"description\" content=\"Per assolir determinades fites \u00e9s convenient utilitzar KPI en Recursos Humans. Mesurar el rendiment per assolir els objectius. 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