Advance Retirement Date Calculator
Batch Retirement Date Calculator
If you want to calculate only one date CLICK HERE
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Simple Retirement Date Calculator
Retirement Date Calculator
If you want to calculate many dates CLICK HERE
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Employee Service Lenght Calculator – Entering Employee Informaiton, Calculation and Export
Service Length Calculator
| Employee ID | Joining Date (DD-MM-YYYY) |
|---|---|
| Employee ID | Joining Date | Service Length |
|---|
Do you have a large data and do not want to enter the data manually? You can just upload an Excel file and do the calculation and even you can export. To do that CLICK HERE.
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Employee Service Lenght Calculator
Employee Service Length Calculator With Excel Data Import & Export
Do you need something simple? Just want to enter a few dates and want to know what will be their service length CLICK HERE.
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Days Calculator: Days Between Two Dates
Days Calculator
Weekend Selection
Custom Holidays
Results
Total Days: 0
Workdays (Excluding Weekends and Holidays): 0
Months: 0
Years: 0
Hours: 0
Minutes: 0
Seconds: 0
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HR Analytics – Interactive Calculator and Formula Explanations
HR Analytics Calculator is in Testing Stages. It May Make Mistakes!
CAUTION!
Interactive Profit per Employee Calculator
Understanding the Metric
The Profit per Employee metric reveals your company’s operational efficiency and productivity:
Profit per Employee = Net Profit Per Year ÷ Average Number of Employees Throughout the Year
ⓘ
ⓘ
Analysis Results
Your Metrics
Profit per Employee:
Industry Benchmarks
Technology: $150,000 per employee
Financial Services: $100,000 per employee
Manufacturing: $50,000 per employee
Retail: $30,000 per employee
Strategic Insights
Job Application Conversion Calculator
Adjusted Conversion Rate = (Applications / Views) × 100 × Market Factor
Customize Expected Conversion Rates (%)
–
–
–
–
Results
Raw Conversion Rate:
–
Market-Adjusted Rate:
–
Performance Level:
–
Candidate Satisfaction Score Calculator
Score = (Average Satisfaction / Maximum Score) × 100
This calculator helps measure candidate satisfaction as a percentage. Input your data below to calculate your score.
Results
Average Rating:
–
Satisfaction Score:
–
Performance Level:
–
Score Interpretation Guide
- 90-100%: Exceptional candidate experience
- 80-89%: Strong candidate satisfaction
- 70-79%: Good performance
- 60-69%: Needs improvement
- Below 60%: Requires immediate attention
Employer Brand Strength Calculator
Brand Strength = (Glassdoor + Indeed + LinkedIn) ÷ Number of Valid Ratings
This calculator computes your employer brand strength by averaging ratings from major platforms. Leave fields blank if ratings are unavailable.
Results
Brand Strength Score:
–
Rating Level:
–
Rating Scale Guide
- 4.5 – 5.0: Exceptional employer brand
- 4.0 – 4.4: Strong employer brand
- 3.5 – 3.9: Good employer brand
- 3.0 – 3.4: Average employer brand
- Below 3.0: Needs improvement
Readiness Assessment Calculator
Readiness Ratio = (Assessment Score ÷ Maximum Possible Score) × 100%
This metric evaluates your readiness level by comparing your current assessment score against the maximum possible score, expressed as a percentage.
Results
Readiness Ratio:
0%
Points Gap:
0
Target Gap:
0%
Assessment Components
- Process maturity and documentation
- Resource availability and allocation
- Stakeholder engagement levels
- Risk management capabilities
Change Success Rate Calculator
Success Rate = (Number of Successful Changes ÷ Total Changes Implemented) × 100%
This metric measures the percentage of changes that were successfully implemented without issues, rollbacks, or incomplete implementations.
Results
Success Rate:
0%
Failed Changes:
0
Target Gap:
80%
What Defines a Successful Change?
- Complete implementation without rollbacks
- No critical issues post-implementation
- Meets all defined success criteria
- Achieves intended business outcomes
Change Adoption Rate Calculator
Change Adoption Rate = (Number of Employees Adopting Change ÷ Number of Affected Employees) × 100%
This rate measures the percentage of employees who have successfully adopted organizational changes.
Results
Adoption Rate:
0%
Gap to Target:
100%
What Constitutes Adoption?
- Consistent use of new processes/tools
- Completion of required training
- Demonstrated competency
- Active participation in change initiatives
Average Resolution Time Calculator
Average Resolution Time = Total Resolution Days ÷ Number of Issues
This metric measures the average time taken to resolve issues/tickets.
A lower average indicates faster resolution times.
Sum of all resolution days
Total number of issues resolved
Results
Average Resolution Time:
0.00 days
Single Issue Resolution Calculator:
Understanding Resolution Time:
- Measures average days to resolve an issue
- Accounts for team size and complexity
- Lower averages indicate better performance
- Use date calculator for single issue resolution time
Grievance Rate Calculator
Grievance Rate = (Number of Grievances ÷ Total Employees) × 100
This metric measures the prevalence of workplace grievances relative to workforce size.
Results are expressed as a percentage, with higher values indicating a higher grievance rate.
Total grievances filed in the period
Total workforce size
Results
Grievance Rate:
0.00%
Understanding the Results:
- Rate reflects grievances per 100 employees
- Consider time period when comparing rates
- Department size affects expected rates
- Historical context is important for interpretation
Promotion Equity Ratio Calculator
Promotion Equity Ratio = (% of Minority Promotions) ÷ (% of Minority Employees)
This ratio measures the equity of promotion practices by comparing the proportion of minorities in promotions to their representation in the workforce.
A ratio of 1.0 indicates proportional representation.
Interpretation Thresholds
Set your acceptable range for proportional representation:
Ratios below this are considered underrepresentation
Ratios above this are considered overrepresentation
Number of minority employees promoted
Results
% Minority Promotions:
% Minority Employees:
Promotion Equity Ratio:
Interpretation Guide:
- Ratio between thresholds: Proportional representation in promotions
- Ratio > Upper threshold: Higher promotion rate for minority employees
- Ratio < Lower threshold: Lower promotion rate for minority employees
- Consider sample size and context when interpreting results
Inclusion Index Calculator
Inclusion Index = (Total Survey Points – Minimum Possible) ÷ (Maximum Possible – Minimum Possible) × 100
This formula measures the level of inclusion based on survey responses using your chosen Likert scale range.
The score is normalized to always show a percentage between 0% and 100%.
Likert Scale Settings
Example scales: 1-5, 1-7, 0-4, or any custom range
Enter the total number of questions in your inclusion survey
Sum of all response scores based on your chosen scale
Key Points:
- Customizable Likert scale range to match your survey format
- Results are normalized to a 0-100% scale for easy interpretation
- Higher percentages indicate greater inclusion levels
- Consider response rates when interpreting results
Diversity Ratio Calculator
Individual Ratio = (Group Count ÷ Total Employees) × 100
Total Diversity = (Sum of All Groups ÷ Total Employees) × 100
Total Diversity = (Sum of All Groups ÷ Total Employees) × 100
Results:
Key Points:
- Results are expressed as percentages (0% to 100%)
- Higher percentages indicate greater representation
- Individual ratios show representation per group
- Total diversity shows overall representation across all groups
- Useful for tracking both individual and total diversity metrics
Lost Time Injury Frequency Rate (LTIFR) Calculator
LTIFR Formula Breakdown
Formula: (Number of Lost Time Injuries × 1,000,000) ÷ Total Hours Worked
- Numerator: Lost Time Injuries multiplied by 1,000,000
Standardization factor to create a consistent comparison metric - Denominator: Total hours worked by all employees
Provides context for injury frequency - Result: Number of injuries per million hours worked
Allows for fair comparison across different organization sizes
Lost Time Injuries
0
Total Hours Worked
0
LTIFR
0.0
Incident Rate Calculator (OSHA Standard)
Formula Components:
Formula: (Number of incidents × 200,000) ÷ Total hours worked
Understanding the Formula:
- Numerator: Number of recordable incidents × 200,000 hours
The 200,000 hours represents the equivalent of 100 employees working 40 hours per week for 50 weeks - Denominator: Actual total hours worked by all employees
Includes all employee hours, including overtime and part-time workers - Result: Incidents per 100 full-time equivalent workers
Standardized measure allowing comparison between different size organizations
Base Factor (200,000) Explained:
The 200,000 hours base factor is derived from:
- 100 employees × 40 hours = 4,000 hours per week
- 4,000 hours × 50 weeks = 200,000 hours per year
- Represents a standardized annual work schedule
- Enables fair comparison between organizations
Industry Benchmarks:
| Incident Rate | Performance Level | Typical Industries |
|---|---|---|
| 0.0 – 1.0 | Excellent | Professional Services, Technology |
| 1.1 – 2.5 | Good | Light Manufacturing, Healthcare |
| 2.6 – 3.5 | Average | General Manufacturing |
| 3.6+ | Needs Improvement | Heavy Industry, Construction |
Recordable Incidents
0
Hours Worked
0
Incident Rate
0.00
Management Span of Control Calculator
Formula: Total number of employees ÷ Total number of managers
Formula Components:
- Numerator: Total number of employees
Includes: All full-time and part-time employees, excluding managers - Denominator: Total number of managers
Includes: All levels of management (supervisors, middle managers, executives) - Result: Average number of employees per manager
Represents: The typical supervisory load for managers in the organization
Understanding the Results:
Higher Ratio (>15):
- More autonomy for employees
- Less direct supervision
- Cost-efficient management structure
- Potential communication challenges
Lower Ratio (<8):
- Close supervision and monitoring
- Better employee guidance and development
- Higher management costs
- Potential micromanagement risks
Industry Considerations:
- Technology Companies: Often have wider spans (15-30) due to skilled, autonomous workforce
- Manufacturing: Typically moderate spans (10-15) balancing supervision and efficiency
- Healthcare: Usually narrower spans (6-12) due to complexity and risk management
- Retail: Can vary widely (8-20) depending on store size and structure
Typical Ranges:
• 5 or fewer: Very close supervision, potentially top-heavy
• 6-10: Traditional hierarchical structure
• 11-20: Flatter organization structure
• 20+: Very flat organization
• 5 or fewer: Very close supervision, potentially top-heavy
• 6-10: Traditional hierarchical structure
• 11-20: Flatter organization structure
• 20+: Very flat organization
Purpose: This ratio helps organizations assess their management structure by calculating the average number of employees reporting to each manager. It's a key metric for organizational design and efficiency analysis.
Total Employees
0
Total Managers
0
Employees per Manager
0
Ready Successors Ratio Formula
Formula: (Number of Ready Successors / Number of Critical Positions) × 100
Purpose: This ratio helps organizations measure their succession planning effectiveness by calculating the percentage of critical positions that have identified ready successors.
- Ready Successors: Employees who have completed necessary training and are prepared to step into critical roles
- Critical Positions: Roles essential to business continuity requiring specialized skills or experience
Ready Successors
0
Critical Positions
0
Coverage Ratio
0%
Employee Participation Rate Calculator
Understanding the Formula
Participation Rate = (Number of Participants ÷ Total Eligible Employees) × 100
Components:
- Number of Participants: Active participants in the program/initiative
- Total Eligible Employees: All employees who could potentially participate
- Multiplier: 100 (to convert to percentage)
Calculator
Current Participation Rate:
-
Poor
0-40%
Moderate
41-64%
Good
65-79%
Excellent
80-100%
Net Promoter Score (NPS) Calculator
Understanding NPS Formula
NPS = % Promoters - % Detractors
Formula Components:
-
Promoters (9-10)
Calculate % of Promoters = (Number of 9-10 responses ÷ Total responses) × 100
-
Passives (7-8)
Not used in final calculation but included in total responses
-
Detractors (0-6)
Calculate % of Detractors = (Number of 0-6 responses ÷ Total responses) × 100
Example Calculation:
Let's say you have:
- 150 Promoters (9-10)
- 80 Passives (7-8)
- 70 Detractors (0-6)
- Total: 300 responses
Step 1: Calculate % of Promoters
150 ÷ 300 × 100 = 50% Promoters
Step 2: Calculate % of Detractors
70 ÷ 300 × 100 = 23.33% Detractors
Step 3: Calculate NPS
50% - 23.33% = +26.67
Round to nearest whole number: NPS = +27
Important Notes:
- NPS ranges from -100 to +100
- Positive score means more promoters than detractors
- Negative score means more detractors than promoters
- Final score is expressed as a whole number
- Passives impact the percentage base but not the final calculation
Response Inputs
Total Responses
0
NPS Score
0
Employee Satisfaction Index Calculator
Understanding the Formula
(Sum of satisfaction scores / Total possible score) × 100
Components:
- Sum of satisfaction scores: Total of all individual ratings
- Total possible score: Maximum rating × Number of responses
- Multiplier: 100 (converts to percentage)
Example Calculation:
For 5 responses on a 1-5 scale with ratings: 4, 3, 5, 4, 4
- Sum of scores = 4 + 3 + 5 + 4 + 4 = 20
- Total possible = 5 responses × 5 (max rating) = 25
- Final calculation = (20 / 25) × 100 = 80%
Total Responses
0
Average Rating
0.0
Satisfaction Index
0%
Benchmark Analysis
Productivity Calculator
Productivity Rate
-
Productive Hours
-
Efficiency Score
-
Absenteeism Rate Calculator
Formula Structure
(Total Absent Days ÷ Total Workdays) × 100 = Absenteeism Rate %
Example Calculation:
Company with 20 employees, 45 total absent days in a month with 22 working days:
45 ÷ (20 × 22) × 100 = 10.2%
Calculate Absenteeism Rate
Typical month has 20-22 working days
Understanding the Results
- Rate below 3%: Excellent attendance level
- Rate 3-5%: Good attendance, but monitor trends
- Rate 5-10%: Moderate concerns, consider interventions
- Rate above 10%: High absenteeism, requires immediate attention
Please enter a valid output value
Please enter a valid input value (must be greater than 0)
Skills Gap Analysis Calculator
Formula Structure
Required Skills Level - Current Skills Level = Skills Gap
Example Calculation:
Python skills assessment with required level 4 and current level 2:
4 - 2 = +2 (indicates upskilling needed)More Examples:
Junior Developer: 3 - 1 = +2
Senior Developer: 4 - 5 = -1
Skill Level Scale
1:
Beginner - Basic understanding, requires significant guidance
2:
Basic - Can perform simple tasks with some guidance
3:
Intermediate - Works independently on routine tasks
4:
Advanced - Handles complex tasks, guides others
5:
Expert - Masters complex problems, leads/teaches others
Skills Gap Calculator
Required Skill Level
Current Skill Level
Required Level
-
Current Level
-
Skills Gap
-
-4
-2
0
+2
+4
Gap Interpretation Guide
+3 to +4:
Significant skill development needed
+1 to +2:
Moderate upskilling required
0:
Perfect skill match
-1 to -4:
Skill level exceeds requirements
Training Completion Ratio Calculator
Formula Structure
(Number of completed trainings / Number of assigned trainings) × 100
Traditional Format:
Completed trainings
Assigned trainings
× 100
Example Calculation:
Employee with 8 completed trainings out of 10 assigned:
8
10
× 100 = 80%
More Examples:
New Employee:
3
12
× 100 = 25%
Experienced Employee:
15
15
× 100 = 100%
Completion Ratio Calculator
Training Status
Completed
0
Assigned
0
Completion Ratio
0%
Completion Status Guide
Below 50%
Critical - Immediate attention required
50-75%
Warning - Progress needed
75-99%
Good progress - Near completion
100%
Complete - All trainings finished
Training ROI Calculator
Formula Structure
[(Benefits - Training costs) / Training costs] × 100
Example Calculation:
Training program with $50,000 benefits and $20,000 costs:
[($50,000 - $20,000) / $20,000] × 100 = 150%More Examples:
Small Program:
[($5,000 - $2,000) / $2,000] × 100 = 150%Large Program:
[($500,000 - $200,000) / $200,000] × 100 = 150%Training ROI Calculator
Training Benefits
Training Costs
Net Benefit
$0
Total Costs
$0
ROI
0%
Calculation Breakdown
ROI Interpretation Guide
Below 0%
Negative return (Loss on investment)
0-50%
Break-even to moderate return
50-150%
Good return on investment
Above 150%
Exceptional return on investment
Benefits Satisfaction Score Calculator
Formula Structure
(Benefits satisfaction score / Maximum possible score) × 100
Traditional Format:
Total satisfaction score
Maximum possible score
× 100
Example Calculation:
100 respondents with total score of 380 on 1-5 scale:
380
500
× 100 = 76%
More Examples:
Small Team:
42
50
× 100 = 84%
Large Department:
1,600
2,000
× 100 = 80%
Satisfaction Score Calculator
Rating Scale
Survey Results
Total Score
0
Maximum Possible
0
Satisfaction Score
0%
Satisfaction Level Guide
Below 70%
Needs immediate attention
70-85%
Moderate satisfaction
Above 85%
High satisfaction
Pay Equity Ratio Calculator
Formula Structure
(Average minority salary / Average majority salary) × 100
Traditional Format:
Average minority salary
Average majority salary
× 100
Example Calculation:
Department with $60,000 average minority salary and $62,500 average majority salary:
$60,000
$62,500
× 100 = 96%
More Examples:
Small Department:
$55,000
$58,000
× 100 = 94.8%
Large Department:
$82,000
$82,000
× 100 = 100%
Pay Equity Calculator
Group A Data
Group B Data
Group A Average
$0
Group B Average
$0
Pay Equity Ratio
0%
Interpretation Guide
Below 95%
Significant pay gap requiring immediate review
95-97%
Moderate gap needing attention
97-103%
Near pay parity
Employee to Market Salary Ratio Calculator
Formula Structure
(Employee's current salary / Market median salary) × 100
Traditional Format:
Employee's current salary
Market median salary
× 100
Example Calculation:
Employee salary of $65,000 compared to market median of $70,000:
$65,000
$70,000
× 100 = 92.9%
More Examples:
Entry Level Position:
$45,000
$50,000
× 100 = 90%
Senior Position:
$120,000
$100,000
× 100 = 120%
Salary Ratio Calculator
Salary Information
Employee Salary
$0
Market Salary
$0
Salary Ratio
0%
Market Position Ranges
Below 80%
Significantly below market rate
80-90%
Moderately below market rate
90-110%
At market rate
110-120%
Above market rate
Above 120%
Significantly above market rate
Voluntary Turnover Rate Calculator
Formula Structure
(Number of voluntary separations / Total number of employees) × 100
Traditional Format:
Number of voluntary separations
Total number of employees
× 100
Example Calculation:
Company with 25 voluntary separations and 500 total employees:
25
500
× 100 = 5%
More Examples:
Small Company:
3
50
× 100 = 6%
Large Company:
240
3,000
× 100 = 8%
Voluntary Turnover Calculator
Separation Types
Include in calculation:
- Resignations
- Retirements
- Career changes
- Personal reasons
Exclude from calculation:
- Layoffs
- Terminations for cause
- Contract endings
- Internal transfers
Employee Numbers
Voluntary Separations
0
Total Employees
0
Voluntary Turnover Rate
0%
Industry Benchmarks for Voluntary Turnover
Healthy Rate
< 8%
Warning Zone
8% - 15%
Critical Zone
> 15%
Employee Turnover Rate Calculator
Formula Structure
(Number of separations / Average number of employees) × 100
Traditional Format:
Number of separations
Average number of employees
× 100
Average Employee Calculation:
Beginning employees + Ending employees
2
Example Calculation:
Company with 30 separations and average of 190 employees:
30
190
× 100 = 15.79%
More Examples:
Small Company:
5
25
× 100 = 20%
Large Company:
250
2,000
× 100 = 12.5%
Turnover Rate Calculator
Employee Count
Separations
Total Separations
0
Average Employees
0
Turnover Rate
0%
Industry Benchmarks
Healthy Rate
< 10%
Warning Zone
10% - 20%
Critical Zone
> 20%
Key Points
- Result is expressed as a percentage
- Higher percentage indicates higher turnover rate
- Can be calculated monthly, quarterly, or annually
- Should account for all types of separations (voluntary and involuntary)
Goals Achievement Ratio Calculator
Formula Structure
(Number of goals achieved / Total number of goals) × 100
Traditional Format:
Number of goals achieved
Total number of goals
× 100
Example Calculation:
Project with 7 achieved goals out of 10 total goals:
7
10
× 100 = 70%
More Examples:
Small Project:
3
5
× 100 = 60%
Large Project:
45
50
× 100 = 90%
Goals Achievement Calculator
Project Goals
Goals Achieved
0
Total Goals
0
Achievement Ratio
0%
Key Points
- Result is expressed as a percentage (0% to 100%)
- 100% indicates all goals were achieved
- Formula can be applied to individual, team, or organizational goals
- Can be calculated for different time periods (monthly, quarterly, annually)
Revenue per Employee Formula
Formula Structure
Total Revenue / Total Number of Employees
Revenue per Employee Calculator
Revenue Details
Employee Details
Total Adjusted Revenue
$0
Total FTE Count
0
Revenue per Employee
$0
Key Points
- Result is expressed in currency per employee
- Higher value indicates better revenue efficiency
- Useful for comparing productivity across companies
- Considers full-time equivalent (FTE) for accurate calculation
Employee Performance Index
Formula Structure
(Actual output / Expected output) × 100
Numerator:
Actual output achieved
Denominator:
Expected or target output
Multiplier:
100 (to convert to percentage)
Performance Index Calculator
Performance Index
0%
Variance
0
0%
50%
100%
150%
Key Points
- Result is expressed as a percentage
- 100% means target was exactly met
- Above 100% indicates overachievement
- Below 100% indicates underachievement
Recruitment Conversion Rate Formula
Formula Structure
(Number of hires / Total applicants) × 100
Numerator:
Number of candidates hired
Denominator:
Total number of job applicants
Multiplier:
100 (to convert to percentage)
Conversion Rate Calculator
Conversion Rate
0%
Applications per Hire
0
0%
5%
10%
Key Points
- Result is expressed as a percentage (0% to 100%)
- Lower percentages are typical (usually 1% to 10%)
- Rate varies by industry and position level
Additional Examples
Small Business:
5 hires / 75 applicants × 100 = 6.67%
Large Corporation:
150 hires / 3,000 applicants × 100 = 5%
Application Completion Rate Formula
Formula Structure
(Number of completed applications / Number of started applications) × 100
Numerator:
Total number of fully completed applications
Denominator:
Total number of started applications
Multiplier:
100 (to convert to percentage)
Formula Breakdown
Components:
- Completed applications: Applications that reached the final submission stage
- Started applications: All applications where the user began the process
- Dropout rate: The inverse of completion rate (100% - completion rate)
Application Completion Rate Calculator
Completion Rate
0%
Dropout Rate
0%
Total Dropouts
0
Key Points
- Result is expressed as a percentage (0% to 100%)
- Higher percentage indicates better completion rate
- 100% means all started applications were completed
- Lower percentages may indicate issues in the application process
Cost per Hire Formula
Formula Structure
Total recruitment costs ÷ Number of hires
Cost per Hire Calculator
Recruitment Costs Breakdown
Total Recruitment Costs: $0.00
Time to Fill Position Formula
Formula Structure
Date Position Filled - Date Position Opened = Number of Days to Fill
Component 1:
Date position was filled (end date)
Component 2:
Date position was opened (start date)
Result:
Number of calendar days taken to fill the position
Time to Fill Calculator
Age Group Ratio Calculator
Age Group Ratio = (Employees in Age Group ÷ Total Employees) × 100
Enter values and click Calculate
Key Points:
- Result is expressed as a percentage (0% to 100%)
- Higher percentage indicates larger proportion in age group
- Sum of all age group percentages should equal 100%
Example:
Company with 45 employees aged 25-34 out of 150 total employees:
- Calculation: (45 ÷ 150) × 100 = 30%
Gender Ratio Calculator
Gender Ratio = (Female Employees ÷ Total Employees) × 100
Enter values and click Calculate
Example:
For a company with 40 female employees out of 100 total employees:
- Calculation: (40 ÷ 100) × 100 = 40%
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