Vous supervisez des projets d’opérations RH. Quels indicateurs devez-vous privilégier pour réussir ?

There are several metrics commonly used to measure the success of the HR operations, such as employee turnover rate within specific period will indicate the satisfaction rate, high turnover will point to issues with employees happiness or could be culture issue, diversity & inclusion metrics like diversity ratios (age, gender, race..), representative from leadership role etc..It is also crucial to measure the efficiency of the hiring process by calculating the cost of hiring employee, measure the time taken to fill open positions from the time the vacancy was posted to the time of offer acceptance. Longer time to fill the position indicates challenges in attracting and hiring qualified candidates.

When overseeing HR Operations projects, prioritize metrics that align with organizational goals. Key metrics include employee turnover rate, which indicates retention and satisfaction; time-to-fill positions, reflecting hiring efficiency; and employee engagement scores, showing workforce morale. Also, track HR service delivery efficiency, such as response times to employee inquiries and completion rates of HR tasks. Monitoring cost per hire and training ROI helps evaluate budget effectiveness. Prioritizing these metrics ensures that HR operations are efficient, strategic, and aligned with overall business objectives.

While talent acquisition is a top concern, we often miss a key metric in talent retention. Simply put, why do people stay with our organization. If we don’t understand what makes people stay we can be making critical errors in our target recruitment population. Our goal should not be to just to fill an opening but focus on maximizing the return on investment for each hire we make. While in todays market we cannot necessarily expect to retain employees for their entire career, we should not be matching the applicant to a job description alone. An effective recruiting team must take into consideration what the organization can do to maximize the retention factors that attempt to achieve a mutually beneficial relationship.

When overseeing HR Operations projects, prioritize metrics like time-to-hire, employee turnover rate, and employee engagement to ensure efficient recruitment, retention, and productivity. Track cost per hire and absenteeism to manage budgets and identify workplace issues. Emphasize training participation for skill development and diversity metrics to foster innovation and inclusivity. Monitor HR service delivery for operational efficiency, and use the Employee Net Promoter Score (eNPS) to gauge employee satisfaction. Finally, ensure compliance with labor laws to minimize legal risks and protect the company's reputation.

When overseeing HR Operations projects, prioritize metrics like time-to-hire, employee turnover rate, and employee engagement to ensure efficient recruitment, retention, and productivity. Track cost per hire and absenteeism to manage budgets and identify workplace issues. Emphasize training participation for skill development and diversity metrics to foster innovation and inclusivity. Monitor HR service delivery for operational efficiency, and use the Employee Net Promoter Score (eNPS) to gauge employee satisfaction. Finally, ensure compliance with labor laws to minimize legal risks and protect the company's reputation.

When you ask an employee about their experience of life at work, they will first talk about their manager, their tasks, the organization. They will complain, for example, that decisions take too long, that they are not listened to, that their boss sucks, that they are pressured on the one hand while being hindered on the other. Operational excellence is therefore good for the employee experience. When we talk about operational excellence, lean management or even agile management, we quickly think of “cost cutting”. But that’s not what it’s about. It’s about looking at what’s going on in the field to eliminate energy waste, simplify, identify everything that hinders the organizational and productive mechanics.