60 Human Resources KPI Examples
People are an organization's most invaluable resource. Human Resources KPIs delve deep into the workplace's heartbeat, ensuring that this vital organ is not just functional but thriving.
Deciphering Human Resources KPIs
These KPIs provide a panoramic view of employee engagement, talent growth, organizational culture, and retention strategies, painting a holistic picture of workforce health.
Role of Human Resources KPIs
Beyond numbers, these KPIs highlight areas of strength and those needing intervention, ensuring a harmonious, productive, and satisfied workforce.
Most Popular Human Resources KPIs for 2023
Discover the human resources KPIs that users have upvoted the most. Dive into each one to learn how they're calculated.
Tracks the time taken from the identification of a staffing need to the official announcement of a job vacancy. It's a measure of internal HR responsiveness.
Delays in announcing vacancies can impact business operations, especially if a department is waiting to execute projects pending new hires. It's a reflection of the HR department's efficiency and alignment with business needs.
(Date job is opened - Date employment request was made)
If HR takes 5 days from request to job posting, this reflects a fairly rapid response.
The proportion of employees who consistently surpass their performance targets or expectations. This indicates the quality of talent within the organization and is a predictor of business performance. Identifying high-performers can also aid succession planning and talent development.
(Number of employees labeled as high-performing / Total number of employees) x 100
30 high-performers out of 200 employees yields a rate of 15%.
Evaluates the satisfaction level of new employees regarding their recruitment experience, from the application to onboarding.
A positive recruitment experience can set the tone for an employee's entire tenure. Conversely, a negative experience can lead to early turnover or even deter potential future candidates through word of mouth.
(Number of satisfied new hires / Total new hires) x 100
An 85% satisfaction rate from a sample of 100 indicates 85 new hires had a positive recruitment experience. An ambitious HR department will most likely want to seek ways to improve.
Specifically focused on the onboarding process, this metric measures how new hires feel about their introduction to the company, from orientation to initial training.
Effective onboarding can expedite the integration of new hires, making them productive faster. A positive onboarding experience can also boost retention rates and overall job satisfaction.
(Number of new hires satisfied with onboarding / Total new hires) x 100
If 80 out of 100 new hires found the onboarding process satisfactory, the rate is 80%.
This metric assesses the proportion of employees who meet or exceed their personal development or career growth goals. Achieving personal growth goals can boost employee satisfaction and engagement. It's also an indicator of effective training and development programs in place.
(Number of employees who met their growth goals / Total employees with set growth goals) x 100
If 120 out of 150 employees with growth goals met them, the rate is 80%.
Comprehensive List of Human Resources KPIs
Below is an extensive list of human resources KPIs, each accompanied by a brief summary. Click on any KPI to delve into its detailed description, including the formula and examples.
Compensation & Benefits
- Average Overtime Hours per Employee: The average number of overtime hours worked by an employee within a specified period, commonly monthly or annually.
- Average Paid Time Off: The average number of paid days off (like vacations, personal days) that an employee takes during a specified timeframe, usually annually.
- Benefit Utilization Rate: Quantifies the percentage of employees making use of a specific benefit provided by the company.
- Satisfaction with Salary and Benefits: A metric obtained from employee feedback, capturing their level of contentment with their compensation package, including both salary and additional benefits.
Diversity, Equity & Inclusion
- Employees With Disability: The number or percentage of employees who identify as having a disability.
- Gender Ratio: Denotes the proportion of male to female employees in the organization.
- Promotion Rate by Demographic Group: Measures the rate at which employees from different demographic groups (e.
- Rate of Staff From Minority Ethnic Groups: Measures the percentage of employees from minority ethnic backgrounds in relation to the total workforce.
- Rate of Women in Management Positions: This KPI indicates the percentage of women in managerial or leadership roles within the company.
Employee Engagement & Development
- Employee Issue Resolution Rate: The percentage of reported employee issues or concerns that get resolved within a specified timeframe.
- Learning Sessions Held for Top Management: The number of dedicated learning or training sessions specifically tailored for the organization's top management or leadership team.
- Promotion Rate: The percentage of employees who receive a promotion within a given timeframe, typically annually.
- Rate of Employees with Development Plans: The percentage of employees who have a clear, documented personal development plan in place, often co-created with their supervisors.
- Rate of Managers Trained in Key Processes: The percentage of managerial staff who have undergone training for essential organizational processes.
- Rate of Monthly 1-on-1 Meetings for All Staff: The percentage of employees who engage in monthly one-on-one meetings with their immediate supervisors or managers.
- Time to Answer Employee Suggestions: Average number of days it takes the HR or management team to respond to employee suggestions or feedback.
- Training Completion Rate: The percentage of employees who complete assigned or offered training sessions and courses within a specified timeframe.
Employee Performance & Satisfaction
- Employee Feedback Action Rate: The frequency with which employee feedback, given through various channels, results in tangible change within the organization.
- Employee Satisfaction Score: Represents the overall satisfaction levels of employees typically derived from periodic satisfaction surveys.
- Rate of Employee Growth Goals Met: This metric assesses the proportion of employees who meet or exceed their personal development or career growth goals.
- Rate of Employees Who Would Recommend The Organization as an Employer: Measures the percentage of employees who would advocate for the company as a great place to work, often gathered through engagement or satisfaction surveys.
- Rate of High-Performing Employees: The proportion of employees who consistently surpass their performance targets or expectations.
- Rate of Low-Performing Employees: The percentage of employees who consistently underperform or do not meet their expected targets.
- Rate of Performance Reviews Completed On Time: Tracks the timeliness of performance appraisals and evaluations against their scheduled dates.
Employee Retention & Succession
- Employee Retention: The percentage of employees who remain with the company over a specified period, typically a year.
- Employee Tenure Average: The average duration of service among current employees, usually measured in years.
- High-potential Employee Retention Rate: Indicates the retention rate specifically for employees identified as having high potential for future leadership roles.
- Involuntary Termination Rate: The percentage of employees who were let go or terminated for reasons other than voluntary resignation or retirement during a specified time frame.
- Job Leaving Ratio per Department: The percentage of employees who left their jobs within a specific department over a given time frame.
- Leadership Transition Success Rate: Measures how successfully leadership transitions occur, often based on metrics like the performance of the successor or team/department outcomes.
- Rate of Employees Near Retirement Age: Reflects the proportion of employees who are approaching the typical retirement age, indicating potential vacancies and knowledge transfer needs.
- Succession Readiness Rate: Measures the proportion of critical roles that have identified successors who are ready to take over immediately if needed.
- Voluntary Turnover Rate: The percentage of employees who willingly leave the company, either by resignation or retirement, during a specified time frame.
Holidays, Health & Safety
- Absenteeism Rate: The frequency and extent to which employees are absent from work, excluding pre-approved leave like vacations.
- Average Sick Days Per Employee: Reflects the average number of sick days taken by each employee annually.
- Average Vacation Days Per Employee: Shows the average number of vacation days taken by each employee annually.
- Employees Trained in First Aid: The percentage of employees who have received first aid training.
- Medical Leave Frequency: Tracks how often employees take medical leave.
- Number of Accidents: Records the total number of accidents (minor or major) that occur in the workplace.
- Participation in Voluntary Health Screening: Calculates the percentage of employees who participate in health screenings or check-ups offered by the company.
- Safety-related Incident Rate: Measures the frequency of safety-related incidents or accidents that occur within the workplace over a specific period.
HR Operations & Budgeting
- Administration Cost per Employee: The average cost incurred by the HR department in managing administrative tasks for each employee.
- Average Cost of Training per Employee: Indicates the average amount spent by the organization on training each employee.
- Average Response Time for Routine HR Inquiries: A shorter response time can lead to higher employee satisfaction and trust in the HR department.
- Cost of Office Space per Employee: Calculates the average cost of office space allocated for each employee.
- HR Budget Utilization Rate: Reflects the percentage of the HR budget that has been utilized during a given period.
Recruitment & Onboarding
- Actual vs. Budgeted Cost of Hire: Compares the actual cost of hiring new employees to the budgeted or projected cost.
- Average Cost to Recruit per Job Position: Quantifies the expenses incurred in the recruitment process for a specific role, taking into account advertisements, recruiter fees, interview costs, and more.
- Average Days of Vacancy Duration by Function: Indicates the average number of days specific job roles or functions remain open before being filled.
- Average Sourcing Cost per Hire: Measures the average cost associated with sourcing (finding and attracting) each new hire.
- Average Time from Job Acceptance until Job Start: Captures the duration between a candidate accepting a job offer and their official start date.
- Days From Employment Request to Job Opening: Tracks the time taken from the identification of a staffing need to the official announcement of a job vacancy.
- Job Offer Acceptance Rate: Showcases how many job offers extended by the company are accepted by candidates.
- New Hire Satisfaction Rate with Recruiting Process: Evaluates the satisfaction level of new employees regarding their recruitment experience, from the application to onboarding.
- Onboarding Satisfaction Rate: Specifically focused on the onboarding process, this metric measures how new hires feel about their introduction to the company, from orientation to initial training.
- Rate of Applicants Referred by Current Employees: Pinpoints the proportion of job applicants that were referred by existing employees.
- Time to Hire: The average duration taken from the day a job vacancy is announced to the day a successful candidate is selected.
- Active Remote Working Agreements: Represents the total number of employees who have agreements in place that allow them to work remotely, either part-time or full-time.
- Remote Technology Utilization Rate: Calculates the frequency and extent to which employees utilize tools and technologies designed for remote work.
- Remote Work Satisfaction Rate: Measures the satisfaction level of employees who work remotely.
In a landscape where data is the reigning king, the vast expanse of metrics might seem perplexing. Yet, pinpointing and adopting the most apt human resources KPIs can serve as a compass, enabling teams to strategize with precision, improving the people operations where it matters most. As the chapters of 2023 unfold, regard these KPIs as the North Star for your organization, illuminating prosperous paths and cautioning against probable hazards.
Looking to delve into other areas of your business? Check out our extensive range of different categories where you will find KPIs and let data drive your success.