What are strategic HR metrics?

HR metrics, or human resources metrics, are key figures that help organizations track their human capital and measure how effective their human resources initiatives are. Examples of such data include turnover, cost-per-hire, benefits participation rate, and others (we’ll get into more of them later).

What are examples of HR metrics?

Common Types of Human Resources Metrics:

• Time to hire.
• Cost per hire.
• Employee turnover.
• Revenue per employee.
• Billable hours per employee.
• Absenteeism.
• Cost of HR per employee.
• Employee engagement.

What are the 4 HR Strategies?

There are four approaches to strategic planning, each of which has important implications for the design and delivery of HR practices including cultural, talent, performance management, communications and leadership development, writes Wayne Brockbank. Strategic planning must be one of company’s core processes.

What are the three levels of HR metrics?

The three types of HR analytics are descriptive, predictive, and prescriptive. Each provides a different perspective on your company’s data.

How do you develop HR metrics?

9 Tips for Using HR Metrics Strategically

1. Understand the Role Metrics Play in Talent Analytics.
2. Understand the Question First, Then Look at the Metrics.
3. Always Build a Business Case.
4. Recognize that HR Metrics Alone Offer Limited Value.
5. Identify the Workforce-Driven Components of Business-Driven Metrics.

How do you present HR metrics?

17 Important HR Metrics & How to Track Them

1. Revenue per employee = Total revenue ÷ Total number of employees.
2. Cost per hire = All recruiting and HR staffing costs ÷ Number of new hires.
3. Turnover rate = Number of employee terminations ÷ Average number of employees.

What are the types of HR strategies?

But two basic types of HR strategies can be identified. These are: Overarching strategies; and Specific strategies relating to the different aspects of human resource management.

What are the best HR strategies?

Top 10 HR Best Practices

• Safe, healthy and happy workplace.
• Open book management style.
• Performance linked bonuses.
• 360 Degree performance management feedback system.
• Fair evaluation system.
• Knowledge sharing.
• Highlight performers.
• Open house discussions and feedback mechanism.

What are different types of HR analytics?

HR professionals generally apply four kinds of analytics to get insights about a company’s workforce.

• Descriptive analytics. helps them gather and analyze data that describes the current state of things or past events.
• Predictive analytics.
• Prescriptive analytics.
• Diagnostic analytics.

What are the different types of HR analytics?

HR professionals generally apply four kinds of analytics to get insights about a company’s workforce….How does Workforce Analytics Help in Solving Employee-related Queries?

• Descriptive analytics.
• Predictive analytics.
• Prescriptive analytics.
• Diagnostic analytics.

What are HR metrics and analytics?

HR metrics are measurements used to determine the effectiveness and efficiency of HR policies. HR analytics, also called people analytics, is the quantification of people drivers on business outcomes. Analytics measures why something is happening and what the impact is of what’s happening.

What are the most important HR metrics?

The Most Important HR Metrics You Should be Measuring 1. Cost Per Hire. 2. Turnover. 3. Absence. 4. Job Satisfaction and/or Engagement. 5. Performance.

What are the different types of HR metrics?

17 Important HR Metrics & How to Track Them Revenue Per Employee. Revenue per employee calculates the value of employees to your operations. Cost Per Hire. Cost per hire is the average amount of money, resources, and time your company allocates toward making a hire. Employee and New Employee Turnover. Employee Productivity Rate. Diversity and Inclusion. Pay Equity. Overtime Percentage. Absenteeism.

What is the importance of HR metrics?

The importance of HR metrics is that they enable human resources executives to track and measure performance on different aspects and ultimately predict the future, says Erik van Vulpen, of AIHR, which offers online training and courses for HR professionals. However, not all HR metrics are equal.

What are some human resource metrics?

There are two types of HR metrics: human capital metrics and human resource productivity measures. Human capital metrics measure optimization of human capital and organizational results, and include recruitment metrics, benefits and compensation metrics, employee demographic metrics and employee engagement metrics.