HR Analytics: 15+ Metrics You Shouldn’t Ignore

15+ HR METRICSYOU SHOULDN'T IGNORE

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HR analytics is a hot topic nowadays when

companies should be ready to meet the upcoming

marketplace changes and trends. With a great

number of devoted books, conferences and services

it’s easy to lose sight of really important issues in

this realm. Let’s remind you of key HR metrics every

HR specialist should take into account.

COST PER HIRE Shows how much it costs for your company

when you hire a new worker.

The national average cost per hire in the U.S. is anywhere from $3,000 to $5,600,

depending on the industry. (Bersin by Deloitte)

total internal recruiting costs + external recruiting costs /

total # of hires in a given time frame

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REVENUE PER EMPLOYEE Demonstrates how much each one of your

employees is actually earning for your company.

AmerisourceBergen, a pharmaceutical distributor, generated more than $7.9M per

employee in 2016.

revenue / total # of employees



RETURN ON INVESTMENT (ROI) Measures an investment’s gain or loss relative to

the investments spent on HR issues.

(total benefit - total costs) x 100



HR EXPENSE FACTOR Reflects HR Department expenses helping to

establish baseline ones.

total HR expense / total operating expense



ABSENCE RATE

Shows how many days your workers are missing

during a set period of time.

# days absent in month / (average # of employees during a month x # of workdays)


When companies select the top 20% most talented candidates for a role, they frequently

realize a 25% decrease in unscheduled absences. (Gallup)


TURNOVER

Shows the percentage of employees who leave an

organization during a certain period of time.

# of employees exiting the job during x month period / average actual # of employees during the same period


A new employee can take up to two full years to reach the same level of productivity as an

existing team member (Bersin by Deloitte)


TURNOVER COSTS

Reflects how much money every employee who

leaves the company costs for it.

total costs of separation + vacancy + replacement + training


Loosing of an employee can anywhere from 16% of the person’s salary for hourly,

unsalaried employees, to 213% of the salary of for a highly trained position.

(The Center for American Progress)


VOLUNTARY TURNOVER

# of employees that voluntarily left / the average # of employees

# of employees that involuntarily left / the average # of employees


INVOLUNTARY TURNOVER

BENEFIT OR PROGRAM COSTS PER EMPLOYEE Shows the average cost of all benefits per

employee.

total costs of separation + vacancy + replacement + training



BENEFITS AS A PERCENT OF SALARY

annual benefits cost / annual salary

total # of employees using a benefit / total # of employees eligible for the benefit


UTILIZATION PERCENT


PERCENT OF PERFORMANCE GOALS MET OR EXCEEDED Reflects how much money every employee who

leaves the company costs for it.

# of performance goals met or exceeded / total # of performance goals


53% of employers said they don’t actively track improved performance.

(EREMedia)


AVERAGE EMPLOYEE AGE Helps to plan succession and forecast staffing

areas of opportunity as older workers begin to

consider retirement.

total Age of Employees / headcount


23% of employees believe they’ll have to work past age 70 to live comfortably in retirement; another 5% don’t think they’ll ever be able to

retire. (Willis Towers Watson)


PROMOTION RATE

Shows the percentage of employees who have

been promoted at the current workplace.

promotions / headcount


9.3% of employees received a promotion in the past year.

(WorldatWork)


OVERALL RETENTION RATE Reflects how long people are sticking around in a

specific department or job.

combined years of service / total # of employees


46% of HR pros say retention is their greatest concern. (SHRM)


RETENTION RATE OF STARS

combined years of service / total # of employees


RETENTION RATE OF LOW PERFORMERS


OVERTIME PER CONTRIBUTOR Shows how much extra time your employees

worked over a certain period.

overtime hours / # of people working overtime


67% of Americans favor increased overtime eligibility. (Gallup)


TRAINING INVESTMENT PER EMPLOYEE Demonstrates how much money a company

spends on educating its employees.

total training costs / headcount


22% of employees say their employers provide training and development that helps in career

advancement. (Saba Software)


EMPLOYEE ENGAGEMENT RATE It is generally accepted that the best way to measure

employee engagement is through an employee

engagement survey. Conduct them regularly, at least

once a year. Smarter companies now carry out a quarterly

employee engagement survey.


Higher workplace engagement leads to 37% lower absenteeism, 41% fewer safety

incidents, and 41% fewer quality defects. (Gallup)


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HR Analytics: 15+ Metrics You Shouldn’t Ignore