You’re looking to improve HR Operations. What metrics should you be tracking?

1 Employee satisfaction

One of the most important metrics to track is employee satisfaction, which measures how happy and engaged your employees are with their work, environment, and culture. Employee satisfaction can impact productivity, retention, performance, and innovation. You can measure employee satisfaction through surveys, feedback, reviews, and ratings. You should aim to improve employee satisfaction by addressing any issues, providing recognition, offering opportunities for growth, and fostering a positive culture.

3 Time to hire

Time to hire measures how long it takes to fill a vacant position from the moment it is posted to the moment the candidate accepts the offer. Time to hire reflects the efficiency and effectiveness of your recruitment process, as well as the competitiveness of your employer brand. You can measure time to hire by subtracting the date of posting from the date of acceptance. You should aim to optimize time to hire by streamlining your sourcing, screening, interviewing, and hiring steps, and by using technology and automation.

4 Training effectiveness

Training effectiveness measures how well your training programs prepare your employees for their roles and responsibilities, as well as how they impact their performance and outcomes. Training effectiveness can influence employee satisfaction, retention, productivity, and quality. You can measure training effectiveness by using methods such as pre- and post-tests, feedback forms, observation, and data analysis. You should aim to enhance training effectiveness by designing relevant, engaging, and accessible training content, and by evaluating and improving it regularly.

5 HR cost per employee

HR cost per employee measures how much you spend on HR activities and services for each employee in your organization. HR cost per employee can help you assess the efficiency and value of your HR operations, as well as compare them with industry benchmarks and best practices. You can measure HR cost per employee by dividing the total HR expenses by the total number of employees. You should aim to optimize HR cost per employee by reducing unnecessary costs, increasing productivity, and demonstrating return on investment.

6 HR analytics maturity

HR analytics maturity measures how advanced and sophisticated your HR data collection, analysis, and reporting capabilities are, and how well you use them to inform your decisions and actions. HR analytics maturity can help you improve your HR operations by identifying trends, patterns, gaps, and opportunities, and by providing insights and recommendations. You can measure HR analytics maturity by using frameworks such as the HR analytics pyramid, which consists of four levels: descriptive, diagnostic, predictive, and prescriptive. You should aim to progress your HR analytics maturity by investing in data quality, tools, skills, and culture.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?