HR metrics help recruiters set organization goals, measure employee performance, hiring costs, overall benefits & others. You can easily know where to improve, cut off unnecessary activities, and develop your strategies to provide each employee a great experience to work at your company.
With the year coming to a close, you need to start planning which of the most important HR Metrics you have to measure in 2022. In today’s post, we will give you detailed ideas on these metrics and how to use them for improving your human resource management.
Complete Definition: What Is HR Metrics?
If you evaluate what exactly HR metrics consist of, you can clearly know how important it is for any organization. The HR department should be strong and effective because they’re going to deal with your immense organizational population. But on top of what is happening, how everyone is doing, where you can help them with training & develop their career, every detail should be listed.
These whole functions, new employee recruitments, managing existing ones, whole costs, benefits, are going to provide an important impact on achieving organizational goals. This overall concept is taken as HR metrics. That helps your organization achieve its goals.
HR metrics are also true for employee ends, as you can communicate with them, messing up all details and expectations for improvement. Employees can know how they are affecting company success, what exactly you are expecting, and how as an employee they should perform.
HR metrics have to be detailed reports that should be presented to the top-level to let them know how everything is processing and going to work for the future. Overall employee performance, teamwork can monitor and evaluate applying effective HR metrics.
Why Even HR Metrics Matter For Any Organizational Growth?
As you already know about HR metrics and their functionalities, let’s now check out Is it worth it or not? To make this thing clear, let’s check out what even matters if you use HR metrics and if not.
There are some basic HR metrics and some are specially maintained by separate organizations. If you don’t set up your own metrics it’s next to impossible to measure how your employees are functioning, how HR members are working and the overall human resource management can be at risk.
HR metrics basically help you set up policies and facilities that can help you know how your workplace is working and be aware of overall improvement and all. Let’s check out some pinpoints to make sure why HR metrics actually matter.
Huge Impact On Your Strategy
Setting up HR metrics can help your plan for your next move or strategy according to the human resource you have in your organization. How you can make them perform better, where they should improve, performance, and more. It is helpful to track and measure each employee’s contribution to your organization and accordingly make them perform constantly better.
Easily Measure Employee Experience
If you are maintaining your HR metrics properly, you can easily evaluate what your employees are thinking about and how they are performing. If in any case performance and other activities are not satisfying or you think they should improve, you can take those steps immediately.
Like counseling, training courses to develop employees’ skills, and others. And if someone is performing excellently you can take the initiative to acknowledge that. Without HR metrics, you can not be static, you have to know what to do. To make your organization successful in achieving goals you should have a plan and change according to time for applying your HR metrics.
Help You Analyze Where To Input More
When you are analyzing your employee performance, and evaluating every detail with HR metrics, you can then strongly know where you should focus more on improving each employee’s performance. And where your evaluations are great to go. If you have to arrange any training activities for particular you can also decide that eventually.
Most Important HR Metrics You Should Be Measuring In 2022
How your HR team is managing your whole organization’s human, non-human resources is something that can help you understand the performance of your overall team, benefits, financial supports you need, and everything in detail. And in 2022 what HR metrics you should use can advance your strategy with proper information. Take a look!
Employee Recruitment Process
Every organization follows some initial steps to onboard any new employee. But what exactly you should have maintained in your recruitment process, where you have to make the changes, and the overall concept should be up-to-date with time. You have to identify and plan where you will start and the ending process. What you should have to go tHRough and include on your HR metrics is below mentioned:
- You have to assure how many employees you are recruiting, and which department you need everything to be tracked.
- Demographics should be analyzed in which gender like female/male or both, age, education, the duration you have to decide.
- You have to be accurate in which time you have to finish your recruitment process. Measure when you post a job, take interviews and your preferable candidates accept the offer.
- How many employees you have sent an acceptance letter to join your organization and applicants who have accepted your recruitment offer, you have to analyze this.
- You have to calculate the time of your new employee hiring and by that time when new employees cope with the work environment and are productive.
- Need to calculate the new employee turnover rate to analyze the turnover ratio.
Measure The Quality Of Hire
The most important part of your work is to measure the success of your new hire employees and the existing human resources you already have. Each employee’s performance should be evaluated deeply. How they are improving, how fast they are to cope up with their present work environment and making progress accordingly. If not what measurements you can take you to have to plan for it as well.
New Employees’ Performance: It can be measured during the time you get them and the time when they start working at full productivity.
Turnover of New Hires: You can also calculate the turnover of new hires with the number of new onboards leave within a set time like the first year of employment.
Amount of Expenses Per Hire
When you are onboarding new employees and with the existing one, you have to consider cost per employee including salary, recreation, and each detail. You have to find out the total cost, where it provides the effect, and more. According to this, you can have the plan for your next recruitment, what actually attracts new employees and more in detail.
Cost per hire: It can be calculated by both internal and external hiring costs dividing by the total number of employees you have onboard in a given period.
Employee Engagement & Retention
In today’s HR metrics it’s really important to see how your employees engage with your organization. That is easily definable by the employee turnover rate. And how your ex-employees are recommending your organization as the good one to others or not. This actually matters. This is also true for present employees’ evaluation of how they feel about your organization. So that you can solve issues and accelerate your organization’s growth in a constant process.
Employee Satisfaction: It can be measured by the total number of employees who would recommend your organization as a good place to work and the number of employees who don’t think that. This can make your understanding clear about employee satisfaction
Retention Rate: It is considered as the opposite of turnover rate. You have to divide the number of employees who are working in your organization over a given period by the number of total employees.
Retention Rate per Manager: You can break the retention rate broken down by individual teams and managers.
Time Tracking & Measure Productivity
Time tracking is another important HR metric that can help organizations how they are employees accommodating the leaves. Even how your employees are doing overtime, calculating the hours, and more in detail. This time tracking helps you recognize every detail of your all present employees and can have that track.
When you are tracking your employees’ leave data, you have to take a look at their productivity as well. Is anything affecting, what remedies can take to raise employee productivity you have to plan for it? All of these HR metrics actually can help get tracked of every little detail and make you organize more than before.
Absence Rate: You have to calculate the average number of days your employees are being absent in the overall time period and without PTO (Paid time off).
Overtime Hours: It can be calculated by the average number of hours your employees are working overtime or can break it down with individual employees.
Employee Value & Performance
HR metrics are one of the essential parts to evaluate your employees’ value according to their performance. Which employee is growing, examining their leadership quality, project submission success rate, and others will have to be gathered in one organized place. According to this promotion, bonuses and other benefits should be included. So you can easily know each employee’s performance by measuring their value. And this can easily happen if you set up your HR metrics.
Revenue per Employee: You can calculate it easily by dividing the total amount of revenue by the total number of employees.
Employee Performance: If you want to track and analyze employee performance by self-assessments, peer reviews, manager assessments, or a combination of all these three parameters.
Training & Development
The HR team has to be very effective in setting up employee training and analyze development in a continuous process. That’s why your HR metrics should have to be developed to know what type of training your new employees need, what experienced ones can have, and how this training is developing their skills. Durations of training, learning capabilities, trainer performance every detail has to be measured to analyze employee potentiality and over performance on work.
How To Use HR Metrics In Action
When you have set up your HR metrics, you have to make a plan for putting these metrics into action. And to make this happen successfully you have to go through several steps. Take a look at it:
👉When you are analyzing data you have to make sure that your report has contained all details and your report is represented to top-level management and other related team members who have to know.
👉Not all reports are important to every team like new team member recruitment data is important for the recruitment team and the immediate top management. So you have to divide the report and accordingly make use of it.
👉HR metrics data is really important to measure the performance of employees and achieving the goal of your organization. That’s why you have to be very careful about which HR metrics are helpful and which are not according to this. You have to offer top management to remove this from the list of metrics.
👉Employee turnover rate, training cost with other extra ones are never fixed and it’s a variable amount. That varies from one company to another, and overall company structure. So according to this, you have to make sure which hr metrics actually work for your company’s success or not.
Tip: Take Your Ex-Employee In Advocates
This is always appreciated if your ex-employees have the same alignment after they left the job. It actually matters to indicate your office environment’s positivity and success. So ex-employee advocacy to add more talent to your organization is one of the best ways and functional hr metrics. And this type of recommendation actually carries real value to other applicants and new employees.
Bonus Tip: How To Streamline Your Remote Recruitment Process With Easy.Jobs 
If you do your research setting up your HR metrics, you can easily then know your overall organization and each employee’s performance. New entered employees, costs per employee, and others in detail. Hope you find this blog helpful to measure your company’s success according to these important HR metrics.