ISO/TS 30425-2021 pdf free.Human resource management – Workforce availability metrics cluster.
4 Number of employees — Headcount
4.1 General
Headcount describes the number of people working for an organization. It is calculated by counting each employee as an individual part of the workforce, no matter the time they are engaged by the organization. This description also includes those full-time or part-time employees currently working zero hours. Headcount is broken down further into two categories:
— total headcount;
— total full-time headcount and total part-time headcount.
4.2 Purpose
This metric highlights the number of employees available to the organization at any measurement point.
ISO 30414:2018, 4.7.12, highlights the purpose of this metric.
4.3 Formula
The calculation of the headcount, either full-time or part-time, should align with the financial year, the annual budgeting cycle or both. The point in time for calculation is at the end of each defined measurement period, for example the end of month one, the end of quarter two or end-of-year totals.
Once established, the reporting should include a comparison of previous periods with the current period and of past years with the current year. Three-to-five years is a typical comparison period. This measurement period will allow trends to be established and further allow an organization to better manage expectations and outcomes by establishing targets for future comparison. A further comparison of actual headcount to budgeted headcount adds to the depth of understanding of headcount for managers executives, the board and other relevant stakeholders.
The example in Table 1 compares the actual headcount with the budgeted headcount by quarter over a one-year period. This analysis can be expanded to include a full-time and part-time breakdown, a comparison with previous years or both.
4.4 How to use
Headcount can be used to monitor the size and mix of the workforce, Headcount can be both a historical and leading indicator of growth along with potential issues with expansion or contraction of the workforce. The more granular the dissection of the workforce size the greater the potential for analysis (e.g. breaking down the workforce by department or team, comparing teams or departments based on budgeted headcount and comparing ‘like for like” headcount with comparable teams). An increasing gap between budgeted and actual headcount can indicate the area has issues with attraction or retention of workforce.
5 Full-time equivalent (FTE)
5.1 General
Full-time equivalent (FTE) describes the number of full-time employees needed to complete the total hours worked in a defined period.
5.2 Purpose
The conversion of part-time employees to FTE highlights the equivalent number of full-time employees delivering the outputs and outcomes for an organization. Headcount by itself can be misleading as the number of part-time employees can skew the total number of employees required to deliver organizational outcomes.ISO/TS 30425 pdf download.