Human resources statistics reveal that 66% of employers are willing to hire candidates who lack certain skills, but show enough potential and motivation. Staff turnover costs companies a huge amount of money – up to 33% of the employee’s annual salary – and must be kept under control. To avoid costly employee turnover, companies should create a plan to keep turnover levels in check. Read on for more human resources facts. We hope you find them helpful.

Employee onboarding

An employee onboarding program is a vital part of retention for many reasons, but one key factor is speed. New hires who feel like they’ll be wasting their time and energy are 12 times more likely to leave a company than those who feel that they’ll be making the right career decisions. Also, new employees are less engaged than other employees, which can cost a company thousands of dollars each year. While HR can help speed up the process, it is not the sole responsibility of HR. Onboarding is also the responsibility of the employee’s immediate manager, who should familiarize the new hire with their new role, performance expectations, and culture.

An effective onboarding program requires a partnership between HR and the new employee. The HR team and organizational leaders should be willing to collaborate on the process, which should be as short and simple as possible. This partnership will establish a strong foundation for a productive, long-term relationship between both parties. Ultimately, it should leave the new employee wanting to stay on with the company. A successful onboarding program consists of a variety of social and training activities.

Diversity and inclusion stats

Despite the fact that many companies struggle with gender and ethnic diversity in their workplaces, there are still plenty of opportunities for organizations to improve their policies and practices. According to a recent survey, companies with a higher level of diversity have a 36% higher chance of outperforming their competitors. Diversity and inclusion go hand-in-hand with profit, and the stats below prove it. By following these tips, companies can make strides toward a more diverse workforce and see their businesses grow.

According to the Workforce Diversity Report by LinkedIn, women and minorities make up less than 50% of the workforce in the U.S. In fact, men hold 80% of leadership positions in companies. While women have made great strides in the workplace, racial discrimination still persists in the hiring process. A survey of corporate executives shows that only 3% of these executives are Latinx and Black. These statistics are alarming, but they can be rectified with proper training and diversity initiatives.

Salary of human resources professionals

A Human Resources professional’s salary ranges widely, but it generally falls between the 25th and 75th percentile. As a general rule, the average salary for this profession is 93,200 USD a year. The other half of HR professionals make less than this amount, while those at the top end make more than this amount. In other words, experience is the primary factor affecting a Human Resources professional’s salary. The more years of experience a person has, the higher their salary.

The salary range for HR professionals ranges widely, depending on their experience and ambition. Before entering the field, it is important to research the specific title of the position you’d like to hold and what a reasonable starting salary would be. Once you’ve done that, however, realize that salary growth opportunities are virtually limitless. In addition to salary ranges, a person’s skills and contribution will be a key factor in determining what salary they should be earning.

Job satisfaction of HR staff

HR professionals report a higher overall job satisfaction than their counterparts, with 55 percent citing paid time off and a positive work environment, and 43 percent stating that they felt safe in their current workplace. Likewise, a majority of HR respondents said they were “very satisfied” with their compensation, while only 19 percent stated that their career advancement was their top priority. However, these positive results aren’t necessarily indicative of a job well done. Regardless, job satisfaction is a measure of the general workplace climate, not the specifics of an individual position.

The importance of job satisfaction cannot be understated. It has far-reaching consequences. Low employee satisfaction leads to additional costs, as dissatisfied employees may need specialized learning, career assistance, and rehiring. Therefore, it’s critical to prioritize job satisfaction in your organization to avoid these unexpected issues. In fact, a growing number of organizations are investing in initiatives to measure employee satisfaction. These efforts have been rewarded with positive results.

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