What are Human Resources metrics? Crafting the perfect Human Resources metrics can feel overwhelming, particularly when you're juggling daily responsibilities. That's why we've put together a collection of examples to spark your inspiration.
Transfer these examples to your app of choice, or opt for Tability to help keep you on track.
Find Human Resources metrics with AI While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.
Examples of Human Resources metrics and KPIs 1. Time to fill Average number of days taken to fill a job vacancy from when it was posted until an offer is accepted
What good looks like for this metric: 30-50 days
Ideas to improve this metric Streamline the interview process Utilise automated applicant tracking systems Refine job descriptions Leverage recruitment agencies Enhance employer branding 2. Offer acceptance rate Percentage of job offers accepted by candidates out of the total offers made
What good looks like for this metric: 85-95%
Ideas to improve this metric Ensure competitive compensation packages Improve the candidate experience Communicate career growth opportunities Engage with potential hires pre-offer Conduct market research on industry standards 3. Employee retention rate Percentage of employees who remain with the company over a specified period
What good looks like for this metric: 85-90% annually
Ideas to improve this metric Enhance onboarding processes Implement employee engagement initiatives Offer continuous training and development Foster a positive work culture Provide clear career advancement paths 4. Diversity ratio The ratio of employees from diverse backgrounds compared to the total workforce
What good looks like for this metric: Varies by industry and location
Ideas to improve this metric Create inclusive hiring practices Support employee resource groups Offer unconscious bias training Monitor and report on diversity metrics regularly Engage with diverse recruitment sources 5. Employee engagement score Measurement of how engaged and satisfied employees are with their work environment
What good looks like for this metric: 65-85%
Ideas to improve this metric Conduct regular employee surveys Act on feedback received from employees Implement work-life balance initiatives Encourage open communication Recognise and reward employee contributions
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1. Employee Adoption Rate The percentage of employees using new systems, processes, or behaviours after a change is implemented
What good looks like for this metric: 75-90%
Ideas to improve this metric Provide comprehensive training programmes Communicate the benefits of the change clearly Offer continuous support and resources Engage employees in the change process Collect and act on employee feedback 2. Resistance Rate The percentage of employees actively resisting the change
What good looks like for this metric: 10-25%
Ideas to improve this metric Identify and address reasons for resistance Involve key stakeholders early in the process Enhance transparent communication Offer incentives for adopting changes Build a change champion network 3. Implementation Time The amount of time taken to fully implement the change compared to the planned schedule
What good looks like for this metric: +/- 10% of planned time
Ideas to improve this metric Set realistic timelines with buffer Allocate adequate resources Streamline decision-making processes Monitor progress and adjust plans as needed Ensure clear accountability and roles 4. Employee Engagement Score The level of employee engagement as measured through surveys or feedback mechanisms before and after the change
What good looks like for this metric: Above 70
Ideas to improve this metric Foster a supportive work environment Recognise and reward employee contributions Maintain open lines of communication Provide opportunities for professional growth Regularly solicit and act on employee feedback 5. Change Impact on Performance Metrics The effect of the change on key business performance indicators such as productivity, quality, or customer satisfaction
What good looks like for this metric: Positive impact within 6 months
Ideas to improve this metric Align change initiatives with business goals Measure and analyse performance data regularly Adjust strategies based on performance insights Provide targeted training to improve performance Engage leadership in driving performance improvements
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1. Skill Proficiency Measures the level of expertise and efficiency in a specific skill relevant to their role
What good looks like for this metric: Skills proficiency level between 1-5, with 3 being average competency
Ideas to improve this metric Conduct regular skill assessments Provide access to skill-based training Encourage participation in workshops Establish mentorship programmes Implement skill-enhancing challenges 2. Project Contribution Evaluates the impact and significance of a team member's contribution to projects
What good looks like for this metric: Regularly contributing significantly to 3 out of 5 projects per quarter
Ideas to improve this metric Recognise individual contributions front and centre Create clear roles and responsibilities Set clear expectations for project deliverables Encourage collaboration and idea sharing Provide feedback and recognition incentives 3. Problem-Solving Ability Assesses the ability to effectively analyse and solve work-related problems
What good looks like for this metric: Resolution of 4 out of 5 problems without extensive supervision
Ideas to improve this metric Encourage creative thinking sessions Provide problem-solving workshops Facilitate peer brainstorming groups Allocate time for independent problem exploration Celebrate successful problem-solving outcomes 4. Leadership Potential Identifies the capacity and tendency to take initiative and lead teams or projects
What good looks like for this metric: Exhibiting leadership potential in 2 out of 5 team situations
Ideas to improve this metric Delegate small leadership roles regularly Provide leadership training opportunities Encourage initiative taking in projects Establish a leadership mentorship programme Recognise and reward leadership behaviours 5. Interpersonal Skills Measures the effectiveness of communication and teamwork within the team
What good looks like for this metric: Positive peer feedback 80% of the time
Ideas to improve this metric Conduct communication skills workshops Encourage team-building activities Facilitate open feedback sessions Provide conflict resolution training Recognise and celebrate teamwork
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1. Cost per hire Total recruiting costs divided by the number of hires within a specified time frame
What good looks like for this metric: USD 4,000 - USD 6,000
Ideas to improve this metric Optimize job advertisement placements Leverage employee referrals Automate parts of the recruitment process Negotiate better rates with recruitment agencies Enhance employer branding 2. Time to fill Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted
What good looks like for this metric: 30 - 45 days
Ideas to improve this metric Streamline the interview process Implement applicant tracking systems Pre-screen candidates effectively Improve job descriptions Build a talent pipeline 3. Quality of hire Performance of new hires compared to existing employees, often measured after the first year
What good looks like for this metric: Similar or higher performance compared to existing employees
Ideas to improve this metric Enhance candidate assessment methods Use behavioural interviewing techniques Improve onboarding processes Encourage ongoing employee development Gather and act on feedback from new hires 4. Retention rate Percentage of new hires that remain with the company for a specified period, usually one year
What good looks like for this metric: 75%-80%
Ideas to improve this metric Improve company culture Provide career development opportunities Offer competitive salaries and benefits Enhance employee engagement Conduct stay interviews 5. Offer acceptance rate Percentage of job offers extended that are accepted by candidates
What good looks like for this metric: 90% or higher
Ideas to improve this metric Ensure competitive compensation packages Communicate clear career growth opportunities Build a strong employer brand Maintain a consistent and engaging recruitment process Gather feedback from candidates who decline offers
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1. Employee turnover rate The percentage of employees who leave the company within a certain period. It's calculated by dividing the number of employees who left by the average number of employees, multiplied by 100.
What good looks like for this metric: 10-15% annually
Ideas to improve this metric Improve onboarding processes Foster a positive company culture Offer competitive salaries and benefits Provide career development opportunities Conduct exit interviews to understand reasons for leaving 2. Employee net promoter score (eNPS) Measures the likelihood of employees to recommend the company as a good place to work. It's calculated by asking employees to rate their likelihood on a scale from 0-10 and categorizing them as promoters, passives, or detractors.
What good looks like for this metric: 20-50
Ideas to improve this metric Regularly collect and act on employee feedback Enhance internal communication Recognize and reward achievements Ensure workload balance Promote work-life balance 3. Employee satisfaction survey scores Quantifies employees' overall satisfaction with the company. It's calculated through surveys asking employees to rate their satisfaction on various aspects, averaged into an overall score.
What good looks like for this metric: 70-80%
Ideas to improve this metric Enhance job role clarity Provide consistent feedback Create a trustful environment Increase engagement in decision-making processes Offer flexible working hours 4. Absenteeism rate The percentage of workdays lost to unplanned absences. It's calculated by dividing the total number of unplanned absence days by the total number of available working days, multiplied by 100.
What good looks like for this metric: 1.5-3%
Ideas to improve this metric Promote a healthy work environment Implement wellness programmes Offer flexible leave policies Address work-related stress Provide mental health support 5. Training participation rate The percentage of employees participating in professional development programmes. It's calculated by dividing the number of employees who participate in training by the total number of employees, multiplied by 100.
What good looks like for this metric: 60-80%
Ideas to improve this metric Encourage continuous learning Provide online training options Make training relevant and beneficial Reward participation and completion Communicate the value of training programmes
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1. Employee Stress Survey Score Measures employee stress levels through a structured survey using a standardised stress scale
What good looks like for this metric: An average score of 3.5 on a scale of 1 to 5
Ideas to improve this metric Conduct regular stress surveys Incorporate relaxation techniques into daily routine Introduce flexible working hours Improve communication channels Provide access to counselling services 2. Absenteeism Rate Reflects the percentage of workdays missed due to stress-related absences
What good looks like for this metric: A typical absenteeism rate of 2% is observed
Ideas to improve this metric Educate employees on stress management Enhance support for mental health issues Monitor workload to prevent burnout Foster a positive work environment Incentivise maintaining low absenteeism 3. Employee Turnover Rate Represents the rate at which employees leave the company voluntarily for stress-related reasons
What good looks like for this metric: An acceptable turnover rate is about 10%
Ideas to improve this metric Offer career development opportunities Ensure employees have a voice in decision-making Regularly assess job satisfaction levels Promote a healthy work-life balance Conduct exit interviews to understand stress factors 4. Participation Rate in Wellbeing Activities Indicates the percentage of employees engaging in sensory breaks and creative activities
What good looks like for this metric: Participation rate should be around 75%
Ideas to improve this metric Schedule activities at convenient times Clearly communicate the benefits of activities Offer a diverse range of activities Encourage team leaders to participate Provide feedback mechanisms to improve activities 5. Employee Engagement Score Measures employee engagement levels which inversely correlate with stress
What good looks like for this metric: An average engagement score of 75% is typical
Ideas to improve this metric Strengthen recognition and reward systems Develop a sense of purpose in roles Facilitate team bonding activities Implement regularly scheduled one-on-one meetings Encourage transparent communication at all levels
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1. Employee engagement score Measures the level of engagement employees feel towards their work, typically gathered through surveys
What good looks like for this metric: 70-80%
Ideas to improve this metric Encourage open communication Provide opportunities for feedback Recognize and reward achievements Offer professional development programs Foster a positive work environment 2. Employee retention rate Calculated as the percentage of employees who stay with the company over a specific period
What good looks like for this metric: 85-90%
Ideas to improve this metric Create clear career paths Provide competitive compensation Ensure work-life balance Foster a strong company culture Conduct exit interviews 3. Professional development participation Tracks the number of employees engaging in professional development activities
What good looks like for this metric: 60-75%
Ideas to improve this metric Promote development opportunities Subsidize costs of courses Incorporate development into performance reviews Provide time for learning Highlight success stories 4. Internal promotion rate Percentage of roles filled by internal candidates rather than external hires
What good looks like for this metric: 15-20%
Ideas to improve this metric Identify and groom top talent Offer leadership training Create mentorship programs Set clear promotion criteria Monitor and address skill gaps 5. Work-life balance score Evaluates how employees feel about their work-life balance, often measured through surveys
What good looks like for this metric: 70-80%
Ideas to improve this metric Implement flexible work hours Encourage taking vacations Promote wellness programs Regularly assess workloads Provide support for remote work
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Tracking your Human Resources metrics Having a plan is one thing, sticking to it is another.
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to keep your strategy agile – otherwise this is nothing more than a reporting exercise.
A tool like Tability can also help you by combining AI and goal-setting to keep you on track.
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