Top 50 Workforce Metrices
As HR professionals, we are constantly seeking ways to measure the effectiveness of our HR strategies and initiatives. One way to do this is through HR analytics, which provides valuable insights into employee performance, engagement, and retention. However, to effectively leverage HR analytics, it’s important to use the right metrics. In this article, we’ll explore 50 HR metrics that you can use in your HR analytics efforts.
1. Time to fill : Measures the average number of days it takes to fill an open position.
2. Cost per hire : Measures the total cost of hiring a new employee.
3. Offer acceptance rate : Measures the percentage of job offers accepted by candidates.
4. Employee referral rate : Measures the percentage of hires that come from employee referrals.
5. Turnover rate : Measures the percentage of employees who leave an organization within a given period. Can be further sliced into Voluntary & Involuntary turnover
6. Retention rate : Measures the percentage of employees who remain with an organization for a given period.
7. Absenteeism rate : Measures the percentage of employees who are absent from work.
8. Overtime hours : Measures the number of hours worked beyond normal working hours.
9. Time off : Measures the amount of time taken off by employees.
10. Productivity rate : Measures the amount of work completed by employees in a given period.
11. Employee engagement rate Measures the level of employee engagement in an organization.
12. Employee satisfaction rate – Measures the level of employee satisfaction in an organization.
13. Employee net promoter score – Measures the likelihood of employees recommending an organization to others.
14. Training and development cost – Measures the cost of employee training and development.
15. Training and development ROI – Measures the return on investment for employee training and development.
16. Performance score – Measures the level of employee performance in an organization.
17. Performance improvement rate : Measures the percentage of employees who have improved their performance over time.
18. Performance retention rate : Measures the percentage of high-performing employees who remain with an organization.
19. Competency gap rate : Measures the percentage of employees who do not meet the required competencies for their roles.
20. Workforce diversity rate : Measures the level of diversity within an organization.
21. Absence Pattern Analysis : This metric measures the pattern and frequency of employee absences to identify potential issues, such as excessive sick days or recurring absences
22. Employee turnover cost : Measures the cost of employee turnover.
23. Employee lifetime value : Measures the total value an employee brings to an organization over their employment lifetime.
24. Employee : Measures the total cost of employing an individual.
25. Headcount : Measures the total number of employees in an organization.
26. Employee productivity rate : Measures the level of productivity per employee.
27. Human capital ROI : Measures the return on investment for human capital.
28. New Hire Failure Rate: This metric measures the rate at which new hires fail to meet performance standards or leave the organization within a specific period.
29. Employee well-being rate : Measures the level of employee well-being in an organization.
30. Employee burnout rate : Measures the percentage of employees experiencing burnout.
31. Employee health care cost : Measures the cost of providing healthcare benefits to employees.
32. Employee retirement readiness rate : Measures the percentage of employees who are prepared for retirement.
33. Employee satisfaction with compensation rate : Measures the level of employee satisfaction with compensation.
34. Employee satisfaction with work-life balance rate : Measures the level of employee satisfaction with work-life balance.
35. Time-to-Productivity: This metric measures the time it takes for new employees to become productive in their roles.
36. HR-to-Employee Ratio: This metric measures the number of HR staff per employee in the organization.
37. New Hire Experience: This metric measures the experience of new hires during their onboarding process.
38. Average Tenure: This metric measures the average length of time employees stay with an organization.
39. Promotion Rate: This metric measures the rate at which employees are promoted to higher positions within the organization.
40. Talent Mobility Index (TMI): This metric measures the organization’s ability to identify and develop talent within the organization, as well as the ease of employee movement across different departments and roles.
41. Skills Inventory: This metric measures the skills and competencies of employees to identify areas of strength and development needs.
42. Leadership Pipeline: This metric tracks the number of employees in each leadership level, their potential for advancement, and the readiness of the organization to fill critical leadership roles.
43. Employee Lifetime Value (ELV): This metric measures the total value an employee generates for an organization over their entire tenure, including revenue generated, cost savings, and other contributions.
44. Employee Referral Quality (ERQ): This metric measures the quality of job candidates referred by existing employees, such as their fit for the role and cultural alignment.
45. Organizational Network Analysis (ONA): This metric uses social network analysis to measure the strength and density of relationships among employees and teams, identifying areas for collaboration and innovation.
46. HR Digital Adoption Rate: This metric measures the rate at which employees adopt and use HR technology tools, such as HR portals, self-service platforms, and learning management systems.
47. Employee Experience (EX) Score: This metric measures the overall experience employees have during their entire tenure with the organization, taking into account factors such as onboarding, career development, rewards and recognition, and work-life balance.
48. People Analytics Maturity (PAM) Score: This metric measures the level of maturity of an organization’s people analytics function, taking into account factors such as data quality, analytics capabilities, and the alignment of HR metrics with business outcomes.
49. Manager Effectiveness Index: This metric measures the effectiveness of managers within the organization, including their ability to lead and develop their team.
50. Innovation Index: This metric measures the level of innovation within the organization, including the number of new ideas and projects generated by employees.