The plan to measure HR impact in nonprofit organizations involves key metrics that help gauge and improve employee experience and organizational efficiency. For example, the Employee Retention Rate is crucial as it reflects how well the organization engages and satisfies its staff. By aiming for a high retention rate within the 85%-90% benchmark, the organization can focus on enhancing engagement programs and providing career growth opportunities.
Employee Satisfaction Score offers insights into the workforce’s morale, helping address concerns and fostering a positive workplace culture. It is imperative to regularly conduct surveys to maintain a satisfaction score of 70%-80%. Additionally, the Training Participation Rate highlights the organization's commitment to staff development. Ensuring a good rate between 60%-75% means offering flexible and varied training options. The Time to Hire metric reflects recruiting efficiency, and staying within the 30-45 days range indicates robust hiring processes.
The Diversity and Inclusion Index is also vital, giving a snapshot of the inclusivity within the organization. By maintaining a score of 70%-85%, the nonprofit ensures diverse perspectives and fosters an equitable work environment.
Employee retention, Diversity
HR Manager, Recruitment Specialist
Human Resources, Talent Development
Top 5 metrics for HR impact in nonprofit
1. Employee Retention Rate
Percentage of employees who remain with the organisation over a specific period.
What good looks like for this metric: 85% - 90%
How to improve this metric:- Enhance employee engagement programmes
- Provide professional development opportunities
- Improve communication and feedback channels
- Offer competitive benefits and compensations
- Recognise and reward achievements
2. Employee Satisfaction Score
Measurement of employee contentment and satisfaction through surveys and feedback.
What good looks like for this metric: 70% - 80%
How to improve this metric:- Conduct regular feedback surveys
- Address employee concerns swiftly
- Foster a positive workplace culture
- Provide clear career growth paths
- Encourage work-life balance
3. Training Participation Rate
Percentage of employees who participate in training and development programmes.
What good looks like for this metric: 60% - 75%
How to improve this metric:- Schedule flexible training sessions
- Offer a variety of training topics
- Provide incentives for participation
- Integrate training into performance reviews
- Solicit feedback on training effectiveness
4. Time to Hire
Average number of days taken to fill open positions within the organisation.
What good looks like for this metric: 30 - 45 days
How to improve this metric:- Streamline recruitment processes
- Utilise advanced recruitment software
- Enhance job advertisement strategies
- Implement a referral programme
- Build a talent pipeline
5. Diversity and Inclusion Index
Measurement of workplace diversity and inclusiveness using data on demographics and survey feedback.
What good looks like for this metric: 70% - 85%
How to improve this metric:- Conduct diversity training sessions
- Promote inclusive leadership
- Implement diverse recruitment practices
- Encourage employee resource groups
- Regularly assess organisational culture
How to track HR impact in nonprofit metrics
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your metrics.
