Click on any group within the Human Resources department to view its KPIs:
Compensation and Benefits
Benefits cost as a percentage of payroll
The percentage of the company’s total payroll that is spent on employee benefits. This can help the company determine whether its benefits packages are sustainable and cost-effective.
Benefits participation rate
The percentage of eligible employees who participate in the company’s benefits programs, such as health insurance, retirement plans, and employee assistance programs.
Employee satisfaction with compensation and benefits
The level of satisfaction that employees have with their compensation and benefits packages. This can be measured through surveys or other feedback mechanisms and can provide insight into the effectiveness of the company’s compensation and benefits strategies.
Total compensation cost
The total cost of compensation for all employees, including salaries, bonuses, benefits, and any other incentives or rewards.
Turnover rate among high performers
The percentage of top-performing employees who leave the company over a given period. A high turnover rate among high performers could indicate that the company’s compensation and benefits packages are not competitive enough.
Diversity, Equity, and Inclusion (DEI)
DEI survey scores
Employee sentiment towards the company’s DEI initiatives, such as whether they feel valued and supported, and can provide valuable feedback for improving these programs.
DEI training participation rate
The percentage of employees who have completed DEI training programs, which can help to promote awareness and sensitivity to different perspectives.
Employee diversity ratio
The diversity of the workforce and can be calculated by dividing the number of employees from diverse backgrounds by the total number of employees.
Employee retention rate
The percentage of diverse employees who stay with the company over a period of time, which can indicate how effective the company’s DEI initiatives are in creating an inclusive and welcoming environment.
Leadership diversity ratio
The diversity of the company’s leadership, such as the board of directors or executive team, and can help ensure that diverse voices are represented at the highest levels.
Employee Relations
Employee Turnover Rate
The percentage of employees who leave the organization voluntarily or involuntarily within a specified time period, indicating the effectiveness of employee retention efforts.
Employee Satisfaction Index
Employee satisfaction with job responsibilities, work environment, compensation, benefits, and career development opportunities, providing insights into employee engagement and retention.
Grievance Resolution Time
The time taken to resolve employee grievances or complaints, indicating the efficiency of the employee relations process.
Harassment and Discrimination Complaints
The number of harassment and discrimination complaints reported and resolved, indicating the effectiveness of employee relations policies and training.
Workplace Injury Rate
The number of workplace injuries or accidents per 100 employees, indicating the effectiveness of safety protocols and employee training programs.
Health and Wellness
Absenteeism Rate
The percentage of employees who are absent due to illness or injury.
Employee Participation Rate
The percentage of employees who participate in health and wellness programs.
Healthcare Cost Savings
The amount of money saved on healthcare costs as a result of wellness programs.
Mental Health Support Utilization Rate
The percentage of employees who utilize mental health support services.
Preventable Health Condition Reduction
The reduction in the prevalence of preventable health conditions, such as smoking or obesity.
Return on Investment (ROI) of Wellness Programs
The financial return on investment of wellness programs.
Stress Reduction
The reduction in employee stress levels as a result of wellness programs.
Succession Planning
The percentage of key positions with identified successors.
Turnover Rate
The percentage of employees who leave the company.
Work-Life Balance
The effectiveness of programs and initiatives aimed at promoting work-life balance among employees.
HR Analytics/Data Management
Attrition Rate
The percentage of employees who leave the organization voluntarily or involuntarily.
Diversity Metrics
The diversity of the workforce across various dimensions such as gender, race, ethnicity, etc.
Employee Engagement
The level of employee engagement and satisfaction within the organization.
HR Data Accuracy
The accuracy of HR data and the extent to which it can be relied upon for decision-making.
HR Data Completeness
The completeness of HR data and the extent to which it covers all relevant aspects of the workforce.
HR Data Timeliness
The timeliness of HR data and the extent to which it is available in a timely manner for decision-making.
HR Data Usage
The extent to which HR data is used for decision-making and the impact it has on business outcomes.
Recruitment Metrics
The effectiveness of the recruitment process, such as time to fill, cost per hire, and quality of hires.
Retention Metrics
The effectiveness of retention strategies, such as turnover rate, employee satisfaction, and promotion rates.
Skills Gap Analysis
The extent to which the organization has the necessary skills and competencies to achieve business objectives and identifies any gaps that need to be addressed.
HR Information Systems/Technology
Cost savings through automation
The cost savings achieved through automation of HR processes using the HRIS/HRMS system. Automation can help reduce manual processes and improve efficiency, resulting in cost savings for the organization.
Data accuracy
The accuracy of data stored in the HRIS/HRMS system. Accurate data is critical for making informed HR decisions.
Self-service utilization rate
The percentage of employees who are using self-service features in the HRIS/HRMS system. Higher utilization rates can indicate that the system is user-friendly and that employees are taking advantage of the self-service features.
System integration rate
The percentage of HR systems that are integrated with the HRIS/HRMS system. A higher integration rate can help reduce manual processes and improve data accuracy.
System response time
The time it takes for the HRIS/HRMS system to respond to user requests. A faster response time can improve user satisfaction and productivity.
System security
The level of security for the HRIS/HRMS system, including data privacy, access controls, and system vulnerabilities. It is important to ensure that the system is secure to protect sensitive employee information.
System uptime/downtime
The amount of time the HRIS/HRMS is available to users. It is important to ensure that the system is up and running as much as possible to avoid disruptions in HR operations.
Time to resolve system issues
The time it takes to resolve system issues reported by users. A shorter time to resolve issues can help ensure that the system is functioning as intended.
Training completion rate
The percentage of employees who have completed required training on the HRIS/HRMS system. Ensuring that employees are properly trained can help improve adoption rates and data accuracy.
User adoption rate
The percentage of employees who are using the HRIS/HRMS system. A low adoption rate can indicate that the system is not user-friendly or that employees are not properly trained on how to use it.
HR Operations/Administration
Benefits utilization
The extent to which employees are taking advantage of the company’s benefits offerings. A high level of benefits utilization is generally better, as it indicates that the HR department is effectively communicating and promoting the company’s benefits to employees.
Diversity and inclusion
The extent to which the company’s workforce represents a diverse range of backgrounds and experiences. A higher level of diversity and inclusion is generally better, as it indicates that the HR department is effectively promoting inclusivity within the company.
Employee satisfaction
The level of satisfaction that employees have with their job and the company. A higher level of employee satisfaction is generally better, as it indicates that the HR department is effectively creating a positive work environment.
Performance management
The effectiveness of the company’s performance management processes, including goal-setting, feedback, and employee development. An effective performance management system is generally better, as it indicates that the HR department is effectively supporting employee growth and development.
Recruitment efficiency
The efficiency of the recruitment process, including the number of candidates interviewed per open position and the cost per hire. A more efficient recruitment process is generally better, as it indicates that the HR department is effectively identifying and attracting top talent.
Retention rate
The percentage of employees who remain with the company over a given period of time. A higher retention rate is generally better, as it indicates that the HR department is effectively retaining employees.
Time and attendance
The extent to which employees are punctual and present at work as required. A high level of time and attendance is generally better, as it indicates that the HR department is effectively managing attendance and punctuality.
Time-to-fill
The average length of time it takes to fill an open position within the company. A shorter time-to-fill is generally better, as it indicates that the HR department is efficiently recruiting and onboarding new employees.
Training completion rate
The percentage of employees who complete required training programs. A higher completion rate is generally better, as it indicates that the HR department is effectively providing employees with the training they need to perform their jobs effectively.
Turnover rate
The percentage of employees who leave the company over a given period of time. A lower turnover rate is generally better, as it indicates that the HR department is effectively retaining employees.
Learning and Development/Training
Cost per employee trained
The cost incurred per employee for training.
Employee retention rate
The percentage of employees who stay with the company after completing training programs.
Employee satisfaction with training
Employee satisfaction with the quality, relevance, and delivery of training programs.
Learning and development budget
The amount of money allocated to learning and development programs.
Learning and development ROI
The return on investment of learning and development programs by comparing the costs incurred with the benefits derived.
Manager satisfaction with employee performance
The level of satisfaction of managers with the performance of their direct reports after completing training programs.
Skills gap analysis
Assesses the skills gaps in the workforce and identifies the training needs to bridge those gaps.
Time to proficiency
The time it takes for an employee to become proficient in their role after completing the required training.
Training completion rate
The percentage of employees who have completed required training programs.
Training effectiveness score
The effectiveness of the training programs by measuring employee performance before and after the training.
Performance Management
Employee Performance Rating Distribution
The distribution of employee performance ratings across the organization.
Goal Attainment
The percentage of employees who achieved their performance goals.
High-Potential Identification
The percentage of high-potential employees who are identified and developed.
Leadership Pipeline
The percentage of leadership positions filled internally.
Manager Effectiveness
The effectiveness of managers in coaching and developing their direct reports.
Performance Improvement Plan Success Rate
The percentage of employees who successfully complete performance improvement plans.
Performance Review Completion Rate
The percentage of employees who receive a timely and complete performance review.
Succession Planning
The percentage of key positions with identified successors.
Talent Mobility
The percentage of internal hires for open positions.
Training and Development Participation
The percentage of employees who participate in training and development programs.
Talent Acquisition/Recruiting
Applicant to Hire Ratio
The number of applicants required to fill a position, providing insight into the efficiency of the recruiting process.
Candidate Satisfaction
The satisfaction of candidates with the recruitment process, providing insight into the effectiveness of the employer branding and candidate experience.
Cost per Hire
The total cost of hiring a new employee, including recruitment fees, advertising, and other associated expenses.
Diversity and Inclusion Metrics
Metrics such as the percentage of diverse candidates in the hiring pool, the percentage of diverse candidates who progress through each stage of the recruitment process, and the diversity of new hires.
Hiring Manager Satisfaction
The satisfaction of hiring managers with the recruiting process, providing insight into the effectiveness of the recruiting team in meeting the needs of the organization.
Offer Acceptance Rate
The percentage of job offers that are accepted by candidates, providing insight into the attractiveness of the company’s offers and the competitiveness of the job market.
Quality of Hire
The performance and retention rate of newly hired employees, providing insight into the effectiveness of the recruiting process.
Sourcing Channel Effectiveness
The effectiveness of various recruiting channels, such as job boards, social media, employee referrals, etc., in attracting qualified candidates.
Time to Fill
The number of days it takes to fill a position from the time it was opened to the time the candidate accepts the offer.
Time to Productivity
The time it takes for a new employee to become fully productive in their role, providing insight into the effectiveness of the onboarding and training process.
