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Human Resources Key Performance Indicators

Human Resources Key Performance Indicators

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.