- Using human resources metrics can help convince executive leaders to implement changes that benefit the organization.
- Tracking the proper metrics is the first step to making data-driven decisions that positively impact your business.
- To maximize organizational efficiency, in 2023 businesses will likely wish to measure a variety of metrics related to recruitment and satisfaction.
The data within your HR department is full of information that can provide the intelligence necessary to enhance your HR processes. Whatever goals you may have- ranging from retaining top talent to recruiting quality candidates- tracking the appropriate metrics is essential in order to make decisions supported by data and encouraging your managers to put plans into action.
What are HR Metrics?
HR metrics assess various HR processes’ value, efficiency, and overall success. Typical measurement areas include turnover, labor costs, engagement, performance, and more.
HR metrics can significantly impact an organization’s strategic decisions, so it’s important to only present the most necessary data when convincing executive leaders to take action.
How to Use HR Metrics
Using HR metrics can be helpful to the success of your organization, but it is vital to use them strategically. Understand the meaning of each metric and the question it answers. The metrics you track will vary depending on your organization’s goals, strategy, and industry, but no matter your business goals there are some that everyone should consider.
How to Set HR KPIs
Establishing KPIs, or key performance indicators, for your HR metrics is just as important as the metrics themselves. These KPIs are the data points that directly relate to your business strategy and short- and long-term goals. Having well-defined KPIs is no longer just a nice to have but essential for long-term, data-driven success.
When setting KPIs, think about the most important metrics that will be useful in achieving your goals. These KPIs should be easy to measure and track over a set period of time.
- Do you need to grow the team to support growth?
- Increase retention rate?
- Increase revenue per employee?
- Improve employee performance?
How Often Should HR Metrics Be Reviewed?
Once the key metrics are identified, be sure to establish targets and track the progress over a set time period. By regularly monitoring these KPIs, you can ensure that your team is on track to meet its goals and make necessary adjustments as needed. These metrics should be revisited often so a small issue is not left to become a big problem.
12 Important HR Metrics to Keep Track of in 2023
Cost Per Hire
This recruitment metric measures the average cost of hiring and recruiting each new hire brought into the organization. It typically includes expenses such as job postings, background checks, recruiter fees, and relocation costs.
Cost per hire is a crucial metric that can help you evaluate the effectiveness and efficiency of your hiring process. Understanding this metric will help you make more strategic hiring decisions. To calculate cost per hire, find the total of internal and external recruiting costs, and divide by the number of new hires.
Time to Hire
Time to hire is another essential recruiting metric that measures the time it takes for a newly hired individual to accept their job offer after applying. This metric can help you assess both the efficiency of your recruitment process and the candidate’s overall experience.
Quality of Hire
Quality of hire calculates the performance of a new hire and the value they bring to an organization. It can be measured in terms of the new hire’s contribution to the team, job satisfaction, and ability to develop skills. Quality of hire evaluates how much a new engagement contributes to the organization’s long-term success. A good hire can dramatically improve other metrics like employee engagement and employee retention rate.
Read our blog post for further details on how to assess the quality of a hire blog post.
Employee engagement measures how connected your employees feel to your organization. The more connected they are, the more they care about their work and want to contribute to your organization’s success. High engagement levels predict lower turnover, along with greater employee productivity and profitability.
Surveys can then explain why your engagement levels are high or low. Ask your employees about the frequency of feedback and recognition. You can also ask them if they know how their work contributes to your organization’s larger goals. Once you can target an area to work on, you can slowly help employees feel more connected.
Employee Net Promoter Score
Employee Net Promoter Score (eNPS) is a metric used to measure the level of employee happiness and satisfaction and loyalty within an organization. It is calculated by surveying employees and asking them to rate on a scale from 0 to 10 how likely they are to recommend the organization as a great place to work.
Gauging eNPS is a useful initial step in comprehending your employees’ satisfaction but cannot give you the entire picture of the employee experience. For more abundant knowledge from this metric, continue with subsequent queries and measure parallel to other employee experience measurements like employee engagement.
Absenteeism gives you another way to measure engagement, along with attendance. Because highly engaged workforces are more physically and mentally present, they see a 41% reduction in absenteeism. A lower absensce also means greater productivity, reduced shift replacement costs, increased morale, and more.
If absenteeism is high in your workplace, look at your employees’ reasons for taking time off. Maybe they’re sick or have childcare needs that their schedules cannot support. Perhaps they don’t like coming to work. Various initiatives, like paid leave and attendance bonuses, can help you keep these employees while improving engagement.
Employee Growth Rate
Employee growth rate examines a company’s growth rate, in terms of headcount, over a specific period of time. You can calculate your organization’s growth rate by taking the total number of employees at the beginning of a certain period and subtracting the total number of employees at the end of the same period. Then, divide the difference by the total number of employees at the beginning of the period to get the growth rate. Measuring the growth rate can show you a lot about your organization’s potential.
Your employee growth rate can also reveal issues like lack of a positive company culture, lack of employee engagement, and the cost of turnover.
Employee Turnover Rate
The turnover rate measures how many people leave your organization, whether voluntarily or involuntarily. A low turnover rate indicates successful retention efforts and can save you thousands of dollars in employee replacement and training costs.
When evaluating the exit rate, collect further information to create specific improvements. For instance, you can distinguish between internal and external discontinuances for the turnover rate. If your high exit rate is caused by inner transfers, you may not be concerned as much. Members of your enterprise are not leaving it, they are merely heading to another post. You can also review the departure rate by division. If one segment’s turnover ratio is significantly higher than the others, why is this?
Similarly, assess each employee’s reason for leaving. If they left involuntarily, was it due to something uncontrollable, like an illness? Or was it due to a poor hiring decision or a rushed onboarding process? Training effectiveness? If they had left voluntarily, what could have enticed them to stay? Better benefits? Different projects? Asking these questions can help you dive into your data, identify the issue, and persuade leaders to implement a fitting solution. It is important to look at both involuntary and voluntary turnover rates.
Salary Range Penetration
Salary range penetration is a pay metric that unveils where an individual’s wage lands within a wage range. To find out salary range penetration, start by deducting the range minimum from the employee’s wage. Divide your answer by the difference between the range minimum and the range maximum. The end result will be a fraction. To figure out the percent, multiply that fraction by 100.
For example, your salary is $50,000, and the salary range for your job position is $37,000-75,000.
Salary range penetration= ($50,000 – $37,000)/($75,000-$37,000)
Salary range penetration= $13,000/$38,000
Salary range penetration= 0.34 x 100
Your salary is 34% into your salary range.
Calculating an employee’s salary range penetration can help you plan for upcoming merit increases by understanding where they are located in their current salary. This metric can also help employers in terms of pay equity by seeing where employee salaries are falling compared to individuals in similar roles.
Salary average is a basic gauge that outlines the normal salary in a particular payment group. This metric will help you recognize the “typical compensation” in your workers’ job title. Employers can utilize compensation runs for remuneration arranging relying upon an employee’s preparedness..
Diversity ratios measure how diverse your workplace is. In essence, they look to see if people of various identities and backgrounds are present and given equal access to opportunities and resources. Diverse workforces foster a sense of belonging and produce 19% more revenue.
It is possible to measure other kinds of variety and incorporation metrics, from sexual and racial identity to age and religious association. All are essential, yet the ones you concentrate on will be based upon your one of a kind authoritative objectives. At the very least, your laborers should meet the general breakdown of your local town for each standard.
It’s important to note that diversity metrics are not just numbers to achieve. They’re only the first step. It will take continual effort to make workplaces safe and equitable for everyone.
Time to Fill
Time to fill measures the time it takes to complete the entire hiring process. Unlike time to hire, this metric begins once the job listing is initially posted, and it ends once the job offer is accepted. In general, a shorter time to fill indicates a streamlined hiring process. This reduces the cost per hire. It also helps you attract quality candidates, as 57% of job seekers lose interest if the time to fill is too long.
Time to fill can be deceiving, though, as a speedy hiring process doesn’t always guarantee success. Always take the time to properly evaluate each candidate before making a decision. If your time to fill is too lengthy, an HRIS can help. From posting to job boards to scoring candidates, you can complete each step in one streamlined place.
Using HR Metrics Strategically
You already have HR data at your fingertips – why not put it to use? Tracking the proper metrics is the first step to making data-driven decisions that positively impact your business. After all, your metrics are only as good as the data you capture and store.