Enterprise human resource manager-calculation problem

Total cost utility = number of employees/total recruitment cost = 2/(20000+15000+2000+1000+3000+5000) = 0.00004 Employment rate = number of employees/number of applicants +000%. 100%=2. 17% recruitment completion ratio = number of employees/number of planned recruits x 100% = 2/3 *100% = 66.66% application ratio = number of applicants/number of planned recruits x/kloc-. 1) total recruitment cost: it is not only the acquisition cost of human resources, but also consists of two parts: a. direct cost (recruitment cost, selection cost, family placement cost and job placement cost of hired employees, and other expenses)+b. indirect cost (internal promotion cost and workflow cost) 2. recruitment unit cost: recruitment cost/actual number of employees (proportion) 2. Cost-utility evaluation Total cost-utility = number of employees/total recruitment cost-utility = number of applicants/cost-utility during recruitment and selection = number of candidates/cost-utility during selection = number of formal employees/cost during employment 3. Ratio of recruitment income to cost = total value created by all new employees for the enterprise/total recruitment cost 2. Evaluation of quantity and quality: The evaluation of hired personnel is mainly carried out from three aspects: employment ratio, recruitment completion ratio and application ratio. Employment ratio = number of employees/applicants x 100% recruitment completion ratio = number of employees/planned recruiters x 100% registration ratio = number of applicants/planned recruiters x 100% The smaller the employment ratio, the higher the quality of the recruits may be; When the recruitment completion ratio is greater than or equal to 100%, it means that the recruitment task has been completed or exceeded in quantity; The application proportion indicates the effect of recruitment, and the greater the proportion, the better the effect of recruitment information release. Iii. Reliability and Validity Evaluation 1, Reliability Evaluation: Reliability refers to the reliability or consistency of test results. Generally speaking, reliability can be divided into stability coefficient, equivalence coefficient and internal consistency coefficient. (1) Stability coefficient: refers to the consistency of test scores obtained by a group of candidates at two different times using the same test method. (2) Equivalent coefficient: refers to the consistency between the results of two equivalent tests with the same content for the same applicant. (3) Internal consistency coefficient: refers to the consistency of the results obtained by dividing the unified test conducted by the same (group) applicant into several parts. This can be judged by the correlation coefficient between the results of each part. 2. Validity evaluation: the evaluation of validity or accuracy refers to the degree of conformity between the measured characteristics of the applicant and the characteristics to be measured. There are three kinds of validity: (1) predictive validity: the validity of testing to predict future behavior; (2) Content validity: The testing method can truly measure the validity of the content to be tested; (3) Same-sided validity: it refers to the implementation of a test for existing employees, and then compare the test results with the actual performance appraisal scores of employees. If the correlation coefficient between the two is large, it shows that the test is of high validity.