10 HR performance indicators you need to track

10 HR performance indicators you need to track

Table of Contents

Measuring business results is a fundamental part for the company to be successful in the market. Within this scenario appear the HR performance indicators, which act as a guide in decision making.

Through HR performance indicators, companies have the opportunity to make more assertive decisions in future actions.

There are numerous options for HR performance indicators that can contribute to making the sector more strategic. Among them we can highlight the talent retention index, average time in the company and assessment of learning.

To assist you in this challenge of tracking the numbers of HR performance indicators, we will explain how they work and list the main ones.

What are HR performance indicators

You HR performance indicators or KPIs (Key Performance Indicator) they are strategic tools that help the company to measure the results.

Through them it is possible to have a real and concrete basis of what works and what does not work in the organization. Thus, it is possible to make more strategic and punctual decisions that directly impact the company's performance in general.

With the use of HR performance indicators, managers can have a more macro view of the business, monitoring everything closely and often in real time.

Discover the top 10 HR performance indicators

HR performance indicators have become the main weapons of companies to obtain satisfactory results. Those who have control over their actions know exactly whether the objectives have been achieved throughout the processes.

Check out some of the key HR performance indicators so that your company can become more strategic, assertive and competitive:

  1. Talent retention index;
  2. Average time in the company;
  3. Learning assessment;
  4. Training ROI;
  5. Internal satisfaction and loyalty index;
  6. Time between promotions;
  7. Diversity rate in the team;
  8. Time to hire and time to fill;
  9. Performance of new hires;
  10. Labor claims index.

Each of these HR performance indicators can contribute for the company to increase its productivity and achieve more results. Below we will talk more about each one of them.

1. Talent retention index

Retain talent in the company is essential in achieving results. For this reason, one of the most important HR performance indicators is the talent retention index.

With it, the company can measure the performance of its employees and create a bank with the main talents. Thus, it is possible to develop strategies to retain them and diagnose the reasons for possible exits.

>> Want to understand what the first steps are to promote talent retention in your company? We recommend that you access the HR Consultant UK digital book. In it, you will get the insights sure to start an effective plan for your company! Click here and access it right now.

2. Average time in the company

Analyzing how long the professionals have been in the company can help determine the reasons for exits and create strategies to avoid them.

Among the HR performance indicators, the average length of stay in the company contributes to the decrease in the turnover rate. Thus increasing the capacity that your company has to retain talent.

And in the current market, the longer an employee stays in the organization, the more likely they are to achieve results constantly.

3. Learning assessment

You know those countless qualifications and trainings does your company offer? So, it is possible to measure them as one of the HR performance indicators. In the appraisal of learning, the manager measures the evolution of the post-training team.

In this learning assessment, the manager can apply theoretical or practical tests to measure which competences and skills were acquired during this training period.

4. Training ROI

O ROI Training is one of the HR performance indicators that allows the company to control the losses avoided after the organization offers training to its employees.

Training ranging from equipment handling to telephone service for telemarketing teams, the objective is to cross the costs of training with the savings and results obtained after training.

5. Internal satisfaction and loyalty index

Everyone knows that the more employees are motivated style=”font-weight: 400;”>, the greater the chances of the company having a high performance from its professionals. Therefore, HR performance indicators also need to measure employee well-being and satisfaction.

This is because a high degree of satisfaction is a reflection of good results. Now if this number is below, the chances of inefficiencies in the processes and high turnover are very high.

To apply this index, the manager can set up questionnaires with basic questions such as: “From 0 to 10, how satisfied are you with working at the company?”.

With this data in hand, the organization can extend a larger space for feedbacks conclusions of the employees and act in a timely manner – if they are dissatisfied with the organization.

6. Time between promotions

The promotion index is not only capable of pointing out the company's success in terms of talent retention, but also measures the growth of these professionals.

For HR performance indicators to be positive, it is necessary for the company to value its greatest treasure – the employees.

If the time between promotions is too long, it may be a sign of a lack of planning in career plans or even a internal devaluation of professionals.

Since this can lead to professional dissatisfaction and premature departure of talents who do not see the chance of growth in the company.

Therefore, it is essential to have this number in hand by assessing the number of people promoted internally in relation to those contracted externally. It is essential to value the employees who are in the company, even to encourage them to stay longer.

7. Diversity rate in the team

Valuing the diversity of races and genders in the company, without distinction, is one of the great steps to create value for your organization in the market.

Everyone needs to be treated according to your skills, without the company imposing any kind of prejudice in hiring, hiring or promoting.

Therefore, within the HR performance indicators it is important to assess whether there is diversity of gender, race, etc. in the total number of people hired.

Do you want the success of your organization? So build a company that is receptive to all good professionals and creates diversity in your environment.

8. Time to hire and time to fill

How long does your company take to hire? What is the process between the hiring request and the approval to open the selection process? What is the average time between the moment the application and the hiring?

These HR performance indicators, time to hire and time to fill, which are nothing more than recruitment metrics, can show how much is spent on selection processes. Both in terms of time and financially speaking.

9. Performance of new hires

You HR performance indicators in relation to new hires, they can be important in hiring or even in dismissal.

Since an assertive decision can not only generate savings for the company's coffers, but also avoid a negative impact on the organization's results due to the poor performance of professionals.

That is, when comparing a new contractor for the role with older employees, it is possible to evaluate the performance of this professional.

Depending on the final result, the manager has more control to make a decision that has a positive impact on the company's processes.

10. Labor claims index

Have you ever stopped to think about the number of labor claims your company has? Are they complaints regarding payments, FGTS collection, vacation or work environment? What have you been doing to change this reality?

Measure the labor claims indicator can let your company know exactly which aspects to improve.

And not only that, having control over that index can prevent labor lawsuits and make sure that the company's image is not tarnished.

HR performance indicators and the impact on results

You HR performance indicators are good indicators for companies to make more assertive decisions. Given that, having a basis, depending on the metrics, it is possible to direct managers with greater accuracy to the results.

One management effective it depends a lot on HR performance indicators, since they can point out what is working and what is not working. Allowing quick and punctual actions in each process.

Through HR performance indicators, the company is able to be more competitive in the market. Increasing the productivity of its professionals and building a more strategic and solid work on a daily basis.

Can we help you with this content? Do you think that from now on you can implement some of these HR performance indicators in your company? Share this article on social media and help more people benefit from performance indicators.



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