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Human Resources Metrics

What gets measured gets improved

Headcount​

The total number of employees in your organization or within a specific department

Demographics​

The characteristics of your workforce such as age, gender, education level, and length of service.

Time to Hire​

The average number of days between when a job is posted and when a candidate accepts your offer.

Acceptance Rate​

The number of offer letters your organization extends divided by the number of candidates who accept an offer.

Cost per Hire​

The average cost of hiring a new employee. You can generate this number by adding up both internal and external hiring costs then dividing that total by the number of employees you hired in a given period.

Time to Productivity​

The time it takes for new hires to become acclimated at your organization and start working at full productivity.

New-Hire Turnover​

The number of new hires who leave within a set period of time, such as within their first year of employment.

Engagement & Retention​

Employee Satisfaction​

The number of employees who would recommend your company as a good place to work versus the number of employees who wouldn’t, indicating overall employees satisfaction (an employee Net Promoter System℠* like ours can help you measure this).

Total Turnover Rate​

The number of employees who leave your organization within a given period of time divided by the average number of total employees (then multiplied by 100 to come up with a percentage).

Voluntary Turnover Rate​

The turnover rate including only those employees who leave your organization voluntarily.

Talent Turnover Rate​

The rate of turnover among your organization’s high-performing and high-potential employees.

Retention Rate​

The opposite of your turnover rate in that you divide the number of employees who remained in your organization over a given period by the number of total employees.

Retention Rate per Manager​

The retention rate is broken down by individual teams and managers

Time Tracking​

Absence Rate​

The average number of days employees are absent in a given time period, not including approved PTO (also called absenteeism).

Absence Rate per Manager​

The absence rate broken down by individual teams and managers.

Overtime Hours​

The number of overtime hours worked by employees in a given time period. You can calculate the average number or break it down by individual employees.

Employee Value & Performance​

Revenue per Employee​

The total amount of revenue divided by the total number of employees.

Performance & Potential​

A nine-box matrix that allows you to categorize employees according to their performance and potential levels for better succession and leadership planning.

Employee Performance​

You can track employee performance through self-assessments, peer reviews, manager assessments, or a combination of all three.

Goal Tracking​

If your performance management software includes goal tracking, you can see the goals employees have set, how these goals connect to larger company goals, and the progress employees have made.

Company Performance​

A high-level comparison of how well employees are performing versus how engaged and valued they feel. (This is one of the snazzy reports you’ll find in BambooHR!)

Training & Development​

Training Expenses per Employee​

The total cost of your organization’s training courses and programs divided by the total number of employees.

Training Completion Rate​

The number of employees who completed a given training divided by the total number of employees, then multiplied by 100 to get a percentage.

Time to Completion​

The average amount of time it takes for an employee to complete a given training program.

Training Effectiveness​

There are several methods for measuring training effectiveness, including running tests or assessments to generate a pass/fail rate HR Service & Software

Ratio of HR Professionals to Employees​

The number of employees in your organization per HR professional on your team.

Cost of HR per Employee​

The total amount your organization spends on HR functions divided by the total number of employees.

HR Software Employee Participation Rate​

The number of employees who actively use your HR software divided by the total number of employees, multiplied by 100 to get a percentage.

ROI of HR Software​

There are several factors that contribute to the ROI of your HR software, but the core formula is the difference between how much the software costs your organization and how much money it generates or saves your organization.

Review Questions​

  • Why is it high or low?
  • Is it recruiting?
  • Demographics?
  • Who's retiring?
  • Is it high in just one department? Why?
  • Is there sufficient training?
  • Who is responsilbe for training?

Unknowns​

QuestionsNotes

Context​

Questions​

Which HR metric — time-to-hire, performance distribution, or attrition by tenure — is most predictive of organizational health at different stages of growth?

  • At what team size does tracking HR metrics produce more value than the administrative overhead of collecting them?
  • How does tokenized contribution measurement change which HR metrics matter — and which become redundant when work is on-chain?
  • Which HR performance gap — between high-performing and average teams — is largest for fully remote versus co-located organizations?