11 Essential HR Metrics That Every Organization Should Know

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By: Michael Schneider

These metrics are key indicators of how well you’re managing your human capital.

Although human resource departments don’t generate revenue, HR does manage your organization’s best competitive advantage — its people.

It also can track key metrics that provide vital insights to help you make better human capital decisions and process improvements to realize their full potential.

Here are 11 essential HR metrics, from the Society of Human Resource Management (SHRM), that will help you manage your best asset.

Talent Acquisition

1. Time to Start (Average time it takes to fill a position)

Time to start is calculated by taking the total days positions are open and dividing them by the number of positions filled.

This metric can provide insights on the effectiveness of your employment brand, marketing efforts, and application process. “High” numbers can also provide perspective on your interviewing process. You may have too lengthy of an application process, too many interviews, or a weak candidate experience.

2. Time to Productivity (Average numbers of days to satisfactory productivity)

Time to productivity is calculated by taking the number of days between the new employee’s start date and the point at which he or she reaches satisfactory productivity and dividing it by the number of positions filled.

This metric is a vital indicator of how well your onboarding program is performing. Also, outcomes can be an indication of the quality of your recruitment process and the caliber of the applicants you’re attracting.

3. Turnover Rate (Rate at which employees are leaving the organization)

Turnover rate is calculated by taking the number of departures during a specified period (a year, quarter, or month) and dividing it by the average number of employees during the same period, and then multiplying by 100.

When focused on a target group (e.g., high performers, Millennials, low performers, or critical positions), this metric provides insights into the effectiveness of your performance management, development, or culture initiatives.

4. Cost Per Hire (Average cost incurred with a new hire)

Cost per hire is calculated by taking the cost (marketing spend, recruiter fees, or relocation costs) and dividing it by the number of new hires.

Too high of an external cost could be an indicator that you need to invest in internal recruiting resources such as training or technology, hire an extra recruiter, or reevaluate the mediums you’ve selected to market your positions.

5. Acceptance Rate (Percentage of candidates who receive offers and accept)

Acceptance rates are calculated by dividing the total number of candidate acceptances by the number of offers extended, and then multiplying by 100.

This number will let you know if you need to improve your candidate experience, benefit packages, or the competitiveness of your offers.

Learning and Development

6. Readiness (How ready the organization is from a human capital perspective to execute the business strategy)

Readiness is calculated by taking the total number of vacant positions divided by…continue reading original post.