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70 HR Metrics With Examples

        posted by , June 27, 2016

Human Resources (HR) manages people — including hiring, onboarding, performance, firing, offboarding, benefits, development and compensation. But who manages HR?

Executive oversight of HR is key to cost management, productivity, business development and competitiveness. Regular reporting of HR metrics is a good tool for managing any Human Resources department.

The following 70 HR metrics are illustrative. The metrics you choose should be closely aligned with your industry, business and strategy.

HR Cost

1. HR Cost per Employee
How much is the company spending on HR? Example: HR cost per employee was $590.

2. HR Cost vs Revenue
HR cost was 0.54% of revenue.

HR Responsiveness

3. Average Response Time (ticket open with HR)
Employees open tickets with HR to ask questions, raise issues and provide feedback. How fast is HR's initial response? Example: average ticket response was 12.3 minutes.

4. Average Resolution Time (ticket open with HR)
Average ticket resolution time was 34.5 hours.

Issue Management

5. HR Complaints by Category
How many complaints were logged with HR? Complaint metrics are often broken down by category (e.g. harassment). Example: 12 complaints of harassment.

6. Average Complain Resolution Time
How long does it take to resolve a complaint? Example: average complaint resolution time was 13 business days.

7. Legal Costs
Legal costs related to HR issues. Example: HR related legal costs were $45,459 for the quarter.

8. Settlement Costs and Penalties
Costs of fines and legal settlements related to HR issues. Example: HR related settlements and penalties totalled $1.2 million for the quarter.

Recruiting

9. Cost per Hire
Costs per hire for recruiting, hiring and onboarding. Example: the average cost per hire was $22,127.

10. Hiring Cycle Time
Time from hiring requisition date to start date. Example: average hiring cycle time was 5.8 months.

11. Hiring Fill Rate
How many positions are filled after 6 months? Example: the 6 month hiring fill rate was 58%.

12. Offer Acceptance Rate
How often does the preferred candidate accept the position? Often broken down by job level. Example: the offer acceptance rate was 55.5% for level 3 executives.

13. Average Performance of New Hires
How well did new hires rate on their first performance review? Example: new hires scored an average of 3.6 (satisfactory) on their first performance reviews.

14. Voluntary Termination Rate in First Year
How often do new staff quit? Example: the first year voluntary termination rate was 13.8%.

15. Involuntary Termination Rate in First Year
How often are new staff fired? Example: the first year involuntary termination rate was 8.2%.

16. First Year Turnover Cost Rate
Average costs related to workers who left in the first year including hiring costs, salary, training and benefits (it is often assumed that knowledge workers add little value in the first year). Example: average first year turnovers cost $90,398.

17. Manager Satisfaction with New Hires
Average manager satisfaction with new hires was 65.2%.

18. Manager Satisfaction with Recruitment Process
Average manager satisfaction with the recruitment process was 47.9%.

19. Employees Recruited from Key Competitors
In some industries employees that are recruited from key competitors tend to have higher productivity. Example: 131 employees were recruited from key competitors.

Productivity

20. Revenue per Employee
Revenue per employee was $402,398.

21. Profit per Employee (PPE)
Profit per employee was $103,890

22. Profit per People Dollar
How much profit do you earn for $1 spent on employees and contractors. Example: profit per people dollar was $0.56.

23. Average Days Absent
Average days absent was 13.4 days.

24. Business Specific Productivity Metrics
Productivity should be measured in terms that are relevant to your business. Call center example: call volume per employee increased 4% to 17.5 calls per hour.

25. Salary Increase vs. Revenue Increase
When your spend more on employees is there payback? Example: average salary increased at 4.2% while revenue increased at 3.2%.

Performance Management

26. Average Performance Rating
How well did employees score in performance reviews? Example: average performance rating was 3.8 (high satisfactory).

27. Problem Employee Rate
How many employees failed performance reviews? Example: the problem employee rate was 4.5%.

28. Rehabilitation Rate for Problem Employees
How many problem employees are rehabilitated within 6 months? Example: 57% of problem employees are rehabilitated.

29. Termination Rate for Problem Employees
How many problem employees are terminated? Example: 22% of problem employees were terminated.

30. Average Cost to Terminate Employee
How much does it cost to fire someone (including legal, administration and severance)? Example: the average cost to terminate an employee was $33,090.

Costs

31. Average Salary
Often broken down by job level, department or position. Example: the average salary for a level 3 executive was $214,000.

32. Salary Deviation (by job level)
What is the range between the top and bottom pay for a job level? Example: the salary deviation for a level 3 executive was $109,876.

33. Cost of Benefits as a Percentage of Salary
How much are you spending on benefits relative to salary? Example: average cost of benefits was 39.7% of salary.

34. Cost of Benefits as a Percentage of Revenue
Average cost of benefits was 3.7% of revenue.

Key Employees and Star Performers

35. Key Employee Satisfaction Rate
How satisfied are your most important employees? Key employees often includes executives and top performers. Example: key employees had a satisfaction rate of 89.7%.

36. Key Employee Retention Rate
The retention rate for key employees was 82.3%.

37. Key Employee Cost Rate
How much do key employees cost (including salary, benefits, training and incentives)? Example: the average cost for a level 3 key employee was $405,098.

38. Key Employees Eligible for Retirement
How many key employees are eligible for retirement in the next 5 years? Example: 15.8% of key employees are eligible for retirement in the next five years.

39. Bench Strength
A succession planning metric that measures the depth of the successor pool for a key position. Example: there are 14 qualified successors for level 1 executives.

40. Key Employee Turnover by Reason Code
Why do key employees leave? Reason codes include things like compensation, personal reasons, benefits, professional development etc... Example: 17% of key employees leave for better compensation.

HR Pipeline

41. Employee Salary by Level
Average salary broken down by level. Example: average salary for level 8 staff is $48,765.

42. Number of Employees by Band
There are 10,876 level 8 staff.

43. Employee Productivity by Position
This is a business specific metric. Biomedical research example: the average patents per senior researcher was 0.16.

44. Attrition by Level
The attrition rate for level 8 staff was 17.3%.

Employee Retention

45. Involuntary Termination Rate
The involuntary termination rate was 2.2%.

46. Voluntary Termination Rate
The voluntary termination rate was 21.1%.

47. Average Retention Period
Often broken down by department, manager or position. Example: the average retention period in the sales department was 3.4 years.

48. Employees Eligible for Retirement
28% of employees become eligible for retirement in the next 5 years.

49. Employees Eligible for Early Retirement
Not all employees eligible for early retirement will retire — there is often room to negotiate. Example: 30.2% of employees are eligible for early retirement in the next 10 years.

50. Average Tenure
Average tenure is 13.6 years.

51. Voluntary Termination By Reason Code
Why are staff leaving? Example: 8% of staff who quit said it was because of working conditions.

Employee Satisfaction

52. Job Satisfaction
Average employee job satisfaction was 67%.

53. Job Empowerment
76% of employees say they are empowered to do their jobs.

54. Compensation Satisfaction
3% of employees say they are satisfied with compensation.

55. Opportunities for Advancement
43% of employee say they have opportunities for advancement.

56. Training and Development Effectiveness
33% of employees say that training and development programs are effective.

57. Net Promoter Rate
65% of employees say they would recommend our products to friends and family.

58. HR Department Satisfaction Rate
34% of employees are satisfied with the HR department.

59. Management Effectiveness
16% of employees are satisfied with executive management.

60. Clarity of Company Vision
38% of employees believe the company has a clear vision.

61. Equal Opportunities
89% of employees say there are equal opportunities for advancement.

62. Work / Life Balance
44% of employees say they enjoy work / life balance.

63. Employee Commitment Index
Employees are asked questions that gauge their commitment to the company. Example: 16% of employees say they will remain at the company for more than 5 years.

64. Market Opportunity Index
Employee perceptions of opportunities elsewhere. Example: 67% of employees believe our competitors offer higher compensation.

65. Employee Complaints
2.1% of employees made at least one complaint to HR.

66. Employee Lawsuits
6 employees and former employees sued the company.

Training and Development

67. Training Cost per Employee
Average training and development costs were $3,454 per employee.

68. Training per Employee
The average employee completed 14.7 hours of training.

Diversity and Compliance

Employers track diversity statistics for regulation and compliance.

69. Gender
Example: 54% of level 3 executives are women.

70. Disabilities
Example: 6.3% of employees have a disability.

Dashboard Example

HR Metrics

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