HR Metrics to Consider

This list of HR metrics are divided into the four main groups of:


Key Talent Processes
Human Capital Balance Sheet
Workforce Analytics
Compensation and Benefits

Within the category of Key Talent Processes, we have KPIs within sub-categories: Supply Resources (Open Positions, Speed to Hire, Employee Movement, New Hire Success, Leader Span of Control), Improve Capabilities (Key Job Skill Depth, Timely Feedback, Return on Training, Succession Ready, HR Span of Support), Reward Performance (Bonus Measures, Promotions).

In the Human Capital Balance Sheet, we have the following metrics: Assets (Leader Effectiveness, Investment in Leaders, HR Effectiveness, Investment in HR), Liabilities (Labor Cost, Cost to Hire, Cost to Develop, Cost to Manage, Cost of Benefits, Cost of Turnover), Equity (Competence – ‘Can Do”, Engagement – “Want To”).

In terms of Workforce Analytics, we have these HR Metrics: Demographics (Average Age, Average Pay, Average Tenure, Average Promotion Rate), Diversity (Ethnicity, Academic, Language), Turnover (Voluntary, Manager, Key Job, New Hire, Diversity).

Finally, in the category of Compensation & Benefits, we look at KPIs in these sub-areas: Compensation (Overall Compensation Ratio, Overall Pay at Risk, Top Performer Pay, Bottom Performer Pay, Key Job Pay, Diversity Pay), Retirement (Participation Rate, Average Deferral, Average Balance) and Health & Welfare (Medical Claims, Unused PTO, Disability Claims).

Not a bad list....