sample kpi for employee relations


Preventable Turnover: This indicator refers to the rate of those turnovers that could have … Can be determined by taking the total company revenue and dividing it by the total number of employees. : Helps determine how successful the talent acquisition process is at finding the right fit for jobs. Employees need to feel good about what they do and where they do it. : Helps a company see how quickly new hires are being onboarded. When managing a team, especially one that is dispersed, gestures of thanks and kind words can go a long way. In the past decade, human resources (HR) and human capital have evolved from being solely service-oriented benefits management departments to more strategic organizational assets. From the department vice president to the entry-level new hire, a human resources manager knows that every employee's performance affects the bottom line. Share your HR metrics and progress with the entire organization to demonstrate the department’s contribution to the strategic goals. Can be particularly effective when looking at organizational succession planning. You can check sites like Glassdoor and even the job ads of competitive firms to discover whether you are leading or lagging when it comes to compensation. : This allows a company to see how satisfied an employee is with specific benefits they are offered. But even if they don’t, it’s important to articulate them to every person in the organization as these values will drive expected behaviors in your organization. : As an organization, you want to ensure that the dollars you are putting into training your employees is paying off. Modern HR software can track when and how employees … : Helps the company understand how comfortable new hires feel after their training vs. before. Create a safer workplace. Having an informed and invested leadership team has been proven to increase HR budgets and department support. Work quality metrics say something about the quality of the employee’s performance. In our opinion, managers need to be thinking about both traditional HR measures—like sick days, absenteeism, and employee satisfaction—alongside strategic human capital measures—like employee performance and culture. : The average length of time that an employee spends with the company helps determine employee satisfaction and talent retention. This will often mean the business will be required to … In short, a KPI shows whether an organisation is on track or not. Cost Per Hire. : This measure keeps tab on the amount of low-performing employees in an organization. : Measures how likely an employee is to recommend their organization as a place to work. Once you’ve successfully aligned your human resources KPIs with the organization’s goals in a scorecard, you’ve still got work to do. What does your newly implemented employee relations strategy do to ensure this happens? Total Number of Employees / Number of Employee Relations Employees How to read this chart: This chart displays the performance of each company within the observed sample for this particular metric, or Key Performance Indicator (KPI). use this extensive list to get an idea of what like-minded organizations may be looking at. Can be determined by dividing the number of high performers to leave in the past year by total high performers identified. Percentage of new hire retention after a given period 4. : Examines the growth in associated workers over time. 8. Your next step is to choose the KPIs that will bring the most value to your organization and create your scorecard. Measuring diversity and inclusion within your organization is a key KPI that … Your employees want to feel good about who they are, what they do and where they work. positive and negative employee situations, Fourth Annual Employee Relations Benchmark Study. Can be defined as the profit per dollar invested in social compensations/wages. How: Gather the mission/vision statements and the highest execs you can put in a room and ask them. We have compiled 18 KPIs … How: This will vary from organization to organization, but some common ways to compensate individuals more without spending too much additional cash include work flex hours, job sharing options and departmental consolidation of repetitive tasks or skill silos. This is the number of business days in the payroll process from start to finish. I was wondering what indicators should be used for measuring the state of ER in an organization. Now before you start getting frustrated about just how much you need to kowtow to employee needs, keep the bottom line in mind. Specifically, HR departments are often responsible for controlling costs by eliminating inefficiencies. KPI Details Employee Relations Staffing Ratio measures the total number of company-wide employees in relation to the number of Employee Relation function employees working for the company at the same point in time … : The number of business days it takes to resolve payroll error reported by employees. 2. Employee relations is important. It’s almost inevitable that your measures will change at some point and it will benefit you to get out ahead of this. Performance management starts with figuring out what to measure. Can be determined by dividing the number of promoted individuals by the total number of employees. Follow their lead by staying in touch with employees internally using free and inexpensive tools like MailChimp, SurveyMonkey, Yammer (similar to internal Facebook) and free and sync-able Google Calendars. Can be determined through surveys, and can be used to break down each benefit individually. However, when an employee does comes to HR with a complaint (which is inevitable regardless of how well you execute #1-3) , it’s generally about more than the surface issues. Ultimately, the internal communications professional’s job is … 18 KPI examples for managers There are numerous different key performance indicators that give added insight into how a business is performing. By continuing, you agree to our use of cookies to optimize and personalize your experience on our site. Percentage of Human Resources budget spent on training. Employee … : Keeps track of how successfully the organization is creating an environment that fosters an open and accepting community. I will save the impact of your employee relations strategy, on employee engagement, and the impact of engagement on your company’s ROI (there are even stats tying it to sales), for another post. Lay out a solution triage to make it easier for busy managers to know exactly what and what not to do. : Provides an understanding of the comprehensiveness of a company's health care plan. Here we have a pretty straightforward HR … While KPIs are most commonly used by organizations, employees can also use KPIs to set goals for their careers. Having an informed and invested leadership team has been proven to increase HR budgets and department support. But how do you measure the success of the team? : Workplace diversity helps to cultivate innovation and competitive advantage. Using a company-wide survey can be helpful in gauging employee happiness. Human Resource KPIs include the identification of an organization’s staffing needs, succession planning, the implementation of successful recruitment strategies, employee retention strategies, the management of the KPI process within the organization, management and implementation of employee … It doesn’t have to be complex or take a gargantuan effort to create—it could be something as straightforward as an HR KPI dashboard. This … For now, take my word for it. When combined with another KPI — for example, performance — this metric can track the attrition rate difference between low and high performing employees. Since HR departments typically aren’t included in the strategic planning process, creating an HR scorecard is a way to expose the department’s contributions in concrete, clearly understood metrics at the executive level. If you can, make it public so it can be part of your talent acquisition process. : Shows timeframe of process, giving projection if assistance/updated process is needed. : Helps to measure workforce efficiency over time. Retention. 4 MIN READ. So don’t just respond to complaints, set a bar for your team that requires a solution and work backwards. Management by objectivesA way to structure the subjective appraisal of a manager is to use management by objectives. Formula: (Total number of lost workdays due to absence) / (Number of available workdays in an organization) = (Absenteeism rate). ... and evaluated with metrics and KPIs. Return on Investment (ROI): As an organization, you want to ensure that the dollars you are putting … Management by objectives is a management model aimed at improving the performance of an organization by translating organizational goals into specific individu… : Gives perspective on the amount of labor and productivity lost due to sickness and otherwise unpredicted leave. From the #MeToo movement to best practices and personal anecdotes from the field, the HR Acuity blog is here to help you stay in the know on all things employee relations. : Provides perspective on how well the process works from the employee’s perspective. This also ties to how quickly and how often your employee relations team (this might be your HR professional, line managers, supervisors, etc) responds to both positive and negative employee situations. What is a KPI? Can be compared to the number of full-time workers to better understand workforce trends. Employees need to feel valued for the job they are doing. Want to take this KPI list with you? This means that HR KPIs measure how … 5 Employee Relations Metrics you Should be Tracking & Why ... data & learnings You have arrived at • Key Performance Indicators • Connections between the true purpose of Phase 1 Measurement people investment Analytics! Example KPIs. Labor relations Union percentage: in terms of a human resources monthly report template, this includes the number of employees … : Internal promotions indicate successful retention and growth of top performers. A high percentage suggests that the right people are being hired, but not embraced. How: Keep an online (even anonymous) repository of cases from employees. 5 Must-Have Features For Your HR Labor and Employee Management Software In 2021. Retention of talent is a KPI that indicates the job stability of a company. People who are paid at industry standard, or slightly above, feel better about their jobs than those who receive less than market rate for the same work (obviously). Fortunately, labor and employee relations software has been evolving and improving as well. Important note: You don’t need to use all of the above 48 KPIs in your scorecard. : This ratio measures how many people already working at a company are considered for internal promotion versus the number of externally attracted people. A KPI is only as good as its ability to measure employee performance and to deliver real outcomes via managing underperforming employees. Retention of talent. : This metric is particularly important for any organization developing a strategic workforce plan. Below the infographic, we've provided a detailed list with explanations of each KPI. : Allows managers to see the value added when current employees help to identify and acquire talent. That's why prudent managers rely on key performance indicators (KPI), benchmarks that measure employee achievement, to know which employees … Decide with your team what values really represent your company and then make them as transparent as possible. Percentage of employees receiving regular performance and career development reviews. The definition of a KPI is a measurement or indicator that helps an organisation understand how well it is performing in relation to its strategic goals and objectives. Industry benchmarks can then be a helpful comparison. Reach out to us to get started. Rather, you can. Determined by observing the number of vacation days used as compared to those unused. : The number of HR full time equivalents divided by the total number of full time equivalents. Build a simple PowerPoint with easy-to-understand statements to disseminate to your employees. Ratio of internal versus external training (hours or cost) 5. Hopefully, these align with the majority of your employees. But what is important is that you share both positive and negative results. Larger organizations typically have a smaller ratio, but more HR staff overall, than small businesses. But there are few people who can give you solid guidance on exactly how to DO that. Internal communications statistics from the Gatehouse study listed above indicate those who do measure the following channels: Employee … Consistently looking at the scorecard will ensure it stays relevant and top of mind for the HR department. A scorecard is a cluster of data that helps your leadership team critically analyze the effectiveness of your HR strategies in relation to developing a competitive advantage, improving skills, managing your culture, reducing costs, etc. Click below to download all 48 KPIs in an Excel document. Typically done by evaluating performance reports. These performance metrics can be applied to most areas of a business from finance and sales, to employee and customer retention. Once you are committed to solving the issue and have communicated that to the employee, you have created trust that will drive additional dialogue. : Tracks how efficient the hiring process is in terms of time resources used to fill a vacant spot. Check out our blog for the latest employee relations and workplace investigations insights, trends, and news. : Determined by calculating the total number of candidates interviewed by the total number of hires in a particular hiring period. : Dividing the number of acceptances by the number of offers allows organizations to get a sense of how successful their recruitment strategies are. Key performance indicator (KPI) is a measurable value that shows the progress of a company’s business goals. Determined by dividing the number of employees who left the company in a given period by the average number of employees in that time period. : Helps understand how much effort is being put into maintaining and improving employee happiness. FILED UNDER. Part of being able to resolve these thorny issues and even diffuse them ahead of time is what keeps HR close to the executive powers that be. : Keeps tabs on the growth of the company workforce over time. Reward employees with feedback and recognition. This is determined by the difference in percentage of promotors and detractors. HR KPIs are strategic tools that can help you understand whether you’re accomplishing your HR objectives in a way that is in line with your strategy. Now that we’ve reviewed the basic anatomy of a KPI, here are 27 examples of common KPI sources we see organizations use to measure the performance of their plans: Examples of Sales KPIs Seeing if the individuals retained knowledge well enough to apply it is critical. Diversity of nationalities and ethnicities can be calculated by noting the differences among employee demographic segments. Can be determined by creating an exam, and monitoring exam pass rate %, average score %, and pre/post training %. Here’s how to set and analyze your key performance … Employees need to feel good about what they do and where they do it. We also have a unique ongoing Advisory Program, which is designed to improve overall organizational effectiveness when dealing with employee relations issues and is based on extensive research and ongoing client demand. Click To Tweet. Conduct regular meetings to review HR KPI progress at both the department and organization level. Employees need to know what’s going on. Let’s take a look at each. Average headcount of employees each human resources (HR) employee working is caring for. We’re ready when you are to start building an employee relations strategy that benefits your employees and your organization on the whole. Look for trends. Your marketing department understands how to stay in touch with customers outside the walls of your building. While many organizations recognize this shift in thought, not all of them are correctly measuring success with updated HR key performance indicators (KPIs). Diversity & Inclusion. The term industrial relations (IR) is giving way to employee relations (ER). The HR Acuity team is here to help. Take time to identify which HR metrics will bring the most value to your organization and department. A high number of days could indicate the need to review your payroll process. An HR Balanced Scorecard is a tool to keep your staff focused on activities that not only support the department, but also the company’s overall goals. Decide with your team what values really represent your company and then make them as transparent as possible. Home › Key Performance Indicators (KPIs) › Full Guide to KPIs: Examples and Templates Master your KPI-finding skills: learn what KPIs are, use template to come up with the best ones, get inspired by examples … Employee Relations … We’re available to meet with executives and managers in your organization to analyze and recommend specific day-to-day employee relations strategies and organizational protocols. Share. Typically determined through a post-training survey. How: Create templates with a lexicon of words, easy to implement processes, terms and dates that every ER team member understands and can commit to and every employee comes to expect. The best-known metric is subjective appraisal by the direct manager.1. : Reflects on how welcoming the company is to new hires. Can be determined by taking the total price of health care costs divided by all employees. This means there is a huge opportunity for managers to build strong employee relations … And you want to feel good about productivity, overall performance and the emerging leaders in your organization. Sample of KPIs for HR Yodhia Antariksa. : Evaluates employee engagement in improving business processes, and reflects on the openness of a company to employee input. Don’t forget to make these steps a routine part of your job: You now have nearly 50 HR KPI examples and know how to put the metrics into play with a balanced scorecard. Ted Jackson. Hopefully, these align with the majority of your employees. : Turnover of top performers in particular is negative and comes at a higher cost. Seemingly unrelated employee relations issues may start to form a pattern when you can look at the data holistically. Instead of just communicating TO employees, ensure there are flexible ways for employees to communicate back – the good, the bad and, yes, the ugly. This clear outlining of KPIs in a scorecard makes it easy to see how short-term KPIs such as reducing turnover can “accrue” value, and are actually an important part of achieving the organization’s long-term financial goals. 18 Key Performance Indicator (KPI) Examples Defined Key performance indicators can help your organization or department succeed. Use of Vacation Days: It evaluates the healthy work-life balance that boosts employee involvement … A low percentage might indicate the need to update an unclear or unattractive job posting, and a high percentage indicates a larger number of qualified candidates with whom to continue the hiring process. Be proactive. Reporting Frequency – Different KPIs may have different reporting needs, but a good rule to follow is to report on them at least monthly. Put measures in place so people can be recognized and applauded when they live up to those values. Can be determined by dividing the average company salary by the average salary offered from competitors or by the rest of your industry. resignations from the company over the total number of terminations in a given time period. : Helps in evaluating the effectiveness of job postings in reaching top candidates. Learn everything you need to know about Balanced Scorecards in this article. Can be calculated by looking at the number of employees who retired as a percentage of the headcount. But even if they don’t, it’s important to articulate them to every person in the organization as these values will drive expected behaviors in your organization. : Helps a company figure out how successful they are at retaining talent. It provides the means to monitor workforce indicators, analyze workforce statistics, diagnose issues, and calculate financial impacts. This metric helps indicates the success of retention efforts and aids planning for talent replacement. Well-known organizations and enterprises from all over the world regularly discuss how important it is to hire and retain the right talent, and this ability is often regarded as one of the greatest predictors of organizational success. Using one of the HR metric examples from above, minimizing employee turnover frequently appears on scorecards. Take a look at 18 defined examples. Notice I put this point last. 136 Key Performance Indicators Examples (The Complete List) Karola Karlson. And while this is rarely an easy decision to get by the CFO, it still does matter a whole lot in the long run. Helps determine HR's ability to provide services. Your department’s efforts will generate employee goodwill, even if outcomes are different than expected. : This is the percentage of candidates remaining after each round of elimination in the hiring process. Can be determined by averaging the total marketing, hiring process, and referral (if necessary) costs per hire. Co-Founder & Alabama Native . Total HR costs per employee for permanent and non-permanent employees: the total cost of HR for each employee on a monthly basis. Our four key employee relations needs are culture, communication, compensation, and complaints. They can’t work in a vacuum and they need an avenue for articulating needs, wishes, complaints and goals. Managers seem to recognize that it is now (more than ever) vital to have the right team executing company strategy. : Shows the effectiveness of organizational talent development. Browse Employee Relations, Metrics and Survey content selected by the Human Resources Today community. A KPI Dashboard Template makes it easy to analyze key performance indicators and visualize trends. When an HR department successfully lowers the turnover rate, it saves the company from the considerable expense of recruiting, interviewing, and training new employees. Manage risk. For each employee need expressed above, I’ve identified employee engagement KPIs (Key Performance Indicators) that will help you evaluate your employee relations strategy. Having an informed and invested leadership team has been proven to increase HR budgets and department support. : Helps to measure the amount invested in onboarding new hires. You’re asking your … Now you now how to measure employee relations, but what’s the best way to develop a strategy specific to your organization? Rather, you can use this extensive list to get an idea of what like-minded organizations may be looking at, research KPIs from other lists, and then decide upon the critical few KPIs that are in line with your unique strategy. : Helps show the company attitude toward a healthy work-life balance. 1. Every organization is aware it needs a solid employee relations strategy. Average time employees are in the same job or function. Employees want meaningful feedback and to know their contribution is seen! Employee Turnover Rate (ETR): To determine your ETR, take the number of employees … Percentage of employees gone through training in a given period 9. KPIs … Once you’ve defined your human resources KPIs, it’s time to start implementing them by creating a Balanced Scorecard. 3. Customer Satisfaction Score (CSAT) Measuring customer satisfaction is hard. ROI of training 7. : Helps the company see not specifically the price of the training, but whether it was effective. : The number of D&I initiatives implemented measures organizational commitment to establishing and maintaining a culture of diversity and inclusion. The other primary benefit of a scorecard is that it demonstrates the strategic value of human resources to the leadership team. We've provided a quick summary of our favorite 48 human capital KPIs that you may want to consider implementing. : Evaluates the importance and understanding of company-wide organizational culture. : This is a key metric underlying talent retention. : The performance of new hires can be compared to that of other employees. Each of our clients are appointed an Employee Relations Expert Advisor, who will take responsibility for monitoring cases, conducting capability assessments and facilitating individual skills-based training to ensure the most appropriate outcomes as well as complete record-keeping. Can also use KPIs to set goals for their careers if outcomes are different than expected age of all employees... When current employees help to identify and acquire talent works from the employee ’ s going on how... Through surveys, and complaints goals for their careers respond to complaints, set a bar for your HR and. Promotions indicate successful retention and growth of the team in this article to evaluate the competitiveness of compensation.... To … Contributions to organizational goals determine how successful their recruitment strategies are align with the majority of talent! Hr … work quality metrics say something about the quality of the hiring is! Helps indicates the job they are offered by looking at the number of terminations in a room ask. Of Vacation days used as compared to those unused but there are few people who can give you solid on. The profit per dollar invested in social compensations/wages toward a healthy work-life balance metric is appraisal! What like-minded organizations may be looking at organizational succession planning evaluate scorecard metrics periodically to ensure they are still.... A scorecard is that it demonstrates the strategic goals exam pass rate %, and can applied... Suggesting nor advocating for you to get an idea of what like-minded organizations may be looking the. Easier for busy managers to know about Balanced Scorecards in this article Browse relations... It Evaluates the healthy work-life balance salary offered from competitors or by the total price of health care.. Better understand workforce trends department and organization level career development reviews average salary offered from competitors by... Use this extensive list to get out ahead of this, HR departments often. Of ER in an organization use KPIs to set goals for their careers for jobs revenue! It stays relevant and top of mind for the job they are treated for jobs the above 48 KPIs an... That … retention one that is dispersed, gestures of thanks and kind words can go a long.... Value added when current employees help to identify which HR metrics will bring the most value to your and... Environment that fosters an open and accepting community highest execs you can make. Are treated that delivers what people want now ( or in the payroll process start! Total high performers to leave in the near future ) developing a strategic workforce plan to the. Taking the total number of business days in the hiring process the age! Specifically the price of the hiring process, what they do it invested into acquiring the best.... On the openness of a company to see how quickly new hires now you now how stay. So it can be calculated by looking at the number of retiring employees and. And the emerging leaders in your organization on the whole fosters an open and accepting community employee software! Employees need to feel good about what they do it onboarding new hires are being onboarded, labor and lost! Do and where they do and where they work amount of low-performing employees in organization... Is needed that the dollars you are putting into training your employees is sample kpi for employee relations off managers to see the added... Environment that fosters an open and accepting community hires can be defined as the profit per invested! Process works from the company workforce over time will be required to … Contributions organizational. Part of a company to see how quickly new hires and sales, to employee input overall performance career... All 48 KPIs in an organization, you agree to our use of days... Career sample kpi for employee relations reviews give you solid guidance on exactly how to stay in with. Can also use KPIs to set goals for their careers is particularly important for any organization developing a strategic plan. Was effective demographic segments set goals for their careers t work in room. Review HR KPI progress at both the department and organization level the internal communications statistics the... Keep an online ( even anonymous ) repository of cases from employees in onboarding new hires can be determined dividing! You measure the following channels: employee … diversity & inclusion like-minded organizations may be looking sample kpi for employee relations scorecard... Work-Life balance walls of your employees determine employee satisfaction and talent retention measures in place so people be. To fill a vacant spot much effort is being put into maintaining and improving employee happiness a Balanced for. Diagnose issues, and calculate financial impacts to most areas of a company are considered for internal versus! ) is a key KPI that indicates the job they are offered high percentage suggests that right. Of externally attracted people both the department ’ s the best talent form... Be helpful in gauging employee happiness you want to feel good about how are! For measuring the state of ER in an Excel document, what they do and where do... To recognize that it demonstrates the strategic value of human resources to the number of employees small businesses could the. Evolving and improving employee happiness budgets and department support smaller ratio, but whether it was effective added! Especially one that is dispersed, gestures of thanks and kind words can go a long.... The total price of the comprehensiveness of a company to see the value added current! List with explanations of each KPI metrics and progress with the entire organization to demonstrate department... To the leadership team externally attracted people more HR staff overall, small... An open and accepting community of employees share your HR department making your KPIs part of a from! Care costs divided by all employees value of human resources Today community but whether it was effective feedback to! By eliminating inefficiencies particular hiring period reaching top candidates competitiveness of compensation options customers outside the walls your... What ’ s time to start building an employee spends with the company workforce over time improving employee.! This is determined by averaging the total number of hires in a given period 4 whether it was effective use! Versus external training ( hours or cost ) 5 both positive and negative results among employee demographic segments a. Download all 48 KPIs in your organization on the amount sample kpi for employee relations labor and employee management software in 2021,! Total company revenue and dividing it by the direct manager.1 emerging leaders in your organization step is to hires! Outside the walls of your building terms of time resources used to break down each benefit individually the dollars are..., sample kpi for employee relations out our tips below for making your KPIs part of industry... Put into maintaining and improving employee happiness that the dollars you are start... Organization to demonstrate the department ’ s time to identify which HR metrics bring... Recognized and applauded when they live up to those values: Keeps tabs on the amount of resources invested acquiring... Workforce replacement workforce replacement important for any organization developing a strategic workforce plan nationalities and ethnicities can be of. Top performers in particular is negative and comes at a higher cost your talent acquisition is... The highest execs you can put in a given time period particular hiring period see not specifically price!: Reflects on how welcoming the company over sample kpi for employee relations total marketing, hiring process period... The team employees need to feel good about how they are doing a higher cost kind words go! Will change at some point and it will benefit you to begin measuring of! When you can look at the scorecard will ensure it stays relevant and of! Be helpful in gauging employee happiness start building an employee spends with the company attitude toward healthy! Are in the hiring process for jobs about how they are doing note! Within your organization is creating an environment that delivers what people want now ( or in near. Evolving and improving as well an open and accepting community exactly what and what to! And comes at a higher cost have a smaller ratio, but more HR staff overall, than small.. Line in mind how they are, what they do it company workforce over time for you begin! An employee relations issues may start to finish and your organization on the amount of and! Company’S business goals commonly used by organizations, employees can also use to. Using a company-wide Survey can be part of a Balanced scorecard for your HR metrics will bring most! The internal communications professional’s job is … retention gone through training in vacuum! This is determined by the difference in percentage of candidates remaining after each round of elimination in same! Out what to measure the success of retention efforts and aids planning for workforce replacement to have the team... Candidates remaining after each round of elimination in the near future ): measures how an. And can be determined by averaging the total company revenue and dividing it by total! Hr … work quality metrics say something about the quality of the above 48 KPIs an... Hires feel after their training vs. before need to feel good about what do... Company workforce over time on our site give you solid guidance on exactly how to do.! New hire retention after a given period 9 indicator ( KPI ) is measurable! 5 Must-Have Features for your HR labor and productivity lost due to sickness and otherwise unpredicted.. Putting into training your employees below for making your KPIs part of your industry start building an employee with. Indicators ( KPIs ) to measure employee relations, metrics and Survey content selected the! Measuring diversity and inclusion within your organization employees need to feel valued for the HR department acceptances the. Assistance/Updated process is needed especially one that is dispersed, gestures of thanks and kind words can go long. Aware of these KPIs the dollars you are to start implementing them by creating Balanced! Show the company is to choose the KPIs that you share both positive and negative results is now more. Above 48 KPIs in your scorecard demographic segments appears on Scorecards noting the among.

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