Here’s a list of sample HR KPIs to put on your dashboard:
The absenteeism rate in the company is usually measured by dividing the number of working days on which the employee was absent by the total number of working days. Click here to see Recruitment Agency in Lahore.
The total cost of absence is measured by including the employee’s wages, absence supervision costs, and replacement costs. These KPIs are especially relevant for Asian countries with strong unions and a high degree of labor protection.
Satisfaction with benefits is usually calculated through an employee engagement survey. These can be very helpful in reducing employee turnover.
Employee yield percentage:
Although this metric is difficult to estimate, it says something about growth potential in terms of human capital production. It often relates to speed or can reflect accuracy.
Employee Fulfillment Index:
Employee satisfaction is calculated through employee mindset and engagement surveys. Therefore, Employee turnover is frequently caused by dissatisfaction.
Employees engagement index:
Employee engagement is also calculated through attitude or engagement surveys. High employee engagement predicts higher productivity, better customer service, lower turnover and many other relevant and constructive outcomes.
Employee Innovation Directory:
Attitude or commitment questionnaires can also be used to assess innovation. Therefore, Innovation is increasingly becoming a key driver of business triumph. It is HR’s role to facilitate this improvement.
Internal promotion rate:
These key performance indicators are measured by dividing the number of senior positions filled through internal promotion by the total number of senior positions filled. Therefore, Internal employees are often informed faster, reduce the risk of a bad hire and stay in the position longer.
Net Promoter keeps count:
A Net Promoter Score is an exceptional way to measure to what extent someone would recommend a service or company to another. To find out how satisfied employees are with HR services, you can measure HR’s Net Promoter Score. With the net promoter score you can also measure to what extent people recommend to work for the organization. Therefore, Depending on your strategic goals, the Net Promoter Score can be a solid KPI for the HR department.
Percentage of the cost of human capital:
This is a measure that takes the human capital price tag and divides it by the total costs the business is dealing with. These key performance indicators, while infrequently employed, can be used for cost savings or to spruce up automation/robotization in an organization.
Hiring quality is the percentage of new hires who receive a good rating from their top management during their performance review. The quality of hiring reflects how effective HR is in recruiting and selecting applicants. Therefore,Time and again, maintaining a high quality hiring review enables the company to achieve its strategic goals.
Turnover is a very common measure and also an important aspect of key performance indicators, as high turnover can be very costly.
Unintended turnover rate:
Not all turnovers are intentional. Therefore, This is the number of layoffs led by recruiters relative to the total number of layoffs.
Unpaid Turnover Rate:
This is the number of employee-led layoffs as a fraction of the total layoff.
Unnecessary turnover rate:
Not all turnovers are terrible. It’s usually helpful when bad performers leave. This is the number of outstanding artists leaving as a percentage of all artists.
Training should be useful to achieve the goal and objectives.
Three month quit percentage:
Or the 360-day give-up rate. This is the number of hires that leave within three months or a year. Therefore, A double-digit ratio is already very bad. It is HR work to recruit the right people. Failure to do so will have serious consequences and a detrimental effect on the success of the organization. This is the main staffing of KPIs in HR. Click here to get HR Services in Dubai.