Top 12 HR metrics and KPIs to track in 2024

HR professionals play an important role in driving organizational success in today’s competitive business landscape. KPIs serve as more than just metrics; they are an essential toolkit for HR teams to accurately measure, manage, and optimize performance. With the right KPIs, HR can get valuable insights into workforce efficiency, productivity, employee engagement, and the overall health of the organization.

What does KPI or Key Performance Indicator mean?

A KPI, or Key Performance Indicator, is a measurable value that demonstrates how effectively a company or team is achieving key business objectives. Essentially, KPIs provide a way for organizations to measure progress against their strategic goals and objectives. For example, a company might use a KPI to measure its year-over-year sales growth, employee retention rate, or customer satisfaction scores. These indicators help decision-makers understand whether they're on the right track or whether they need to adjust their strategies.

HR KPIs and organizational alignment

Successful HR management aligns closely with an organization's overarching goals. KPIs act as a bridge between daily HR activities and long-term business objectives, ensuring that HR strategies contribute directly to the company's success.

Here are some of the most important KPIs for HR: 

1. Employee turnover rate

A high voluntary turnover rate often signals underlying issues in the workplace such as poor job satisfaction or ineffective management. Understanding and addressing these issues is vital to improve employee retention, reduce hiring costs, and maintain a stable, experienced workforce.

How to measure: Turnover rate % = (Number of employees who left voluntarily / Average number of employees) x 100

2. Recruitment costs, Time-to-fill and Time-to-hire

A shorter time-to-fill is usually indicative of a strong employer brand and effective recruitment processes. It also helps in reducing the operational gaps caused by vacancies, ensuring that the organization remains productive and efficient.

To accurately measure time-to-fill, keep track of the duration between the job posting date and the date when the open position is filled.

How to measure: Time-to-fill = Date position filled - Job posting date

Time-to-hire, while similar to time-to-fill, offers a slightly different perspective. It specifically measures the speed of the recruitment process from the candidate's perspective, starting from when the candidate applies to when they accept the job offer.

Measure time-to-hire by counting the number of days from the date a candidate submits their application for a position to the date they accept the job offer.

How to measure: Time-to-hire = Date of job offer acceptance − Date of candidate’s application submission

Monitoring recruitment cost per hire helps organizations control recruitment costs without compromising the quality of new hires. It's a balance between investing in finding the right talent and maintaining budgetary constraints.

How to measure: Recruitment cost per hire =  Total recruitment expenses / Number of hires

3. Employee Productivity

Employee productivity directly impacts organizational profitability and service quality. By measuring and improving productivity, companies can better manage their workforce and lift the overall performance. However, measuring productivity at a company-wide level can be challenging due to the diversity of roles and functions within an organization.

How to measure: Evaluate the output of employees against set benchmarks or historical data within a specific timeframe.

4. Employee Engagement and eNPS

Engaged employees are generally more motivated, productive, and loyal. Measuring employee engagement and following it as a KPI offers valuable insights into employees' overall attitude towards the organization, their wellbeing, and satisfaction.

How to measure Engagement: Assess this by conducting regular surveys that ask employees about their satisfaction with various aspects of their job and the organization. Questions might cover topics like work-life balance, recognition, leadership, alignment, career development, and company culture.

eNPS: Determine the eNPS by asking employees how likely they are to recommend the organization as a place to work on a scale (typically from 0 to 10). Categorize the responses into promoters (9-10), passives (7-8), and detractors (0-6), then subtract the percentage of promoters from the percentage of detractors, to get the eNPS score.

How to measure: eNPS score = Percentage of promoters − Percentage of detractors

5. Diversity, Equity, Inclusion and Belonging (DEIB) Initiatives

DEIB initiatives are crucial for a positive workplace culture that values diversity and inclusivity. KPIs related to DEIB helps in building a workforce that reflects the diverse community the organization serves and enhances creativity and problem-solving.

Regularly review DEIB metrics and adapt strategies as needed. This might involve introducing new policies, enhancing training programs, or revising recruitment strategies to promote a more diverse and inclusive workplace.

How to measure (examples):

Gender Pay Gap Analysis: Calculate the average salaries of different gender groups within the organization. Determine the percentage difference between these averages to identify the gender pay gap.

Gender pay gap percentage = (Average salary of men − Average salary of women) / Average salary of men × 100

Gender Diversity Ratio: This ratio is a valuable metric to understand the gender balance in an organization. For instance, if your workforce includes 300 men and 100 women, this could be expressed as a ratio of 3:1.

Inclusion Surveys: Conduct regular surveys to gather employee feedback on their experiences and perceptions regarding inclusivity in the workplace. Analyze this data to identify areas needing improvement. 

Promotion and Leadership Diversity: Evaluate the diversity of individuals in leadership roles and those receiving promotions. Aim to ensure equitable representation in these areas as well.

6. Absenteeism

High rates in these areas can indicate issues like poor job fit, workplace stress, or leadership misalignment. Understanding these metrics is essential for improving employee well-being and job satisfaction.

How to measure: To calculate the absenteeism rate, divide the total number of unexcused absences by the total number of workdays in the period being measured. Multiply this result by 100 to convert it into a percentage.

Absenteeism rate = (Total days of employee absence / Total number of workdays) ×100

An interesting aspect to monitor is the pattern of sick leaves by day of the week. This can reveal trends such as a higher frequency of sick leaves on certain days, which might indicate underlying issues in work-life balance or workplace satisfaction.

In the context of managing absenteeism, tools like Alexis can be extremely beneficial. They can provide alerts or warnings when an individual's sick leave exceeds standard recommendations. This allows HR and managers to proactively address absenteeism patterns and potential issues, potentially preventing them from escalating into larger problems. Using such tools with automated warnings helps maintain a healthy balance in the workplace and ensures timely intervention when needed. 

7. Employee Growth Rate

The Employee Growth Rate is sometimes used to measure a company's expansion or contraction over time. A positive growth rate indicates an increase in the workforce, reflecting company growth. On the other hand, a negative rate points to a shrinking employee base, which can be a sign of organizational challenges.

How to measure: To calculate the growth rate, subtract the number of employees at the beginning of a period from the number at the end. Divide this difference by the total number of employees at the start of the period and multiply by 100 to get a percentage. This figure illustrates the rate at which the company's team size is changing.

Employee growth rate
= (Number of employees end of period - Number of employees start of period) /  Number of employees start of period x100

8. Overtime Hours

Measuring overtime is essential for managing a workforce effectively. It shows the amount of time employees work beyond their usual hours. High overtime can indicate issues like understaffing or unrealistic workloads, or inefficiencies in work processes. Monitoring overtime hours helps in understanding workforce capacity, employee workload, and can be a key factor in assessing employee well-being and job satisfaction.

How to measure: Overtime hours in percentage = (Total overtime hours / Total regular work hours) x 100

9. HR Budget Variance

Budget variance measures the difference between the budgeted amounts allocated for HR activities and the actual expenses. This variance can provide crucial insights into how effectively the HR department is managing its financial resources. A positive variance (where actual spending is less than the budget) might indicate under-spending or efficiency, while a negative variance (where actual spending exceeds the budget) could point to overspending or unforeseen costs.

How to measure: HR Budget Variance = Budgeted HR expenses – Actual HR spending

10. Time Spent on Administrative Tasks

This measures efficiency and effectiveness of the HR department by measuring the proportion of time devoted to administrative tasks. A higher percentage of time spent on these tasks could indicate a need for more streamlined processes or better use of automation and HR technology. It helps in identifying areas where HR personnel may be getting bogged down in manual work, allowing for improvements that can free up time for more strategic activities.

How to measure: Percentage of Time on Administrative Tasks = (Total hours on administrative tasks / Total HR department hours) × 100

While focusing on reducing the time spent on administrative tasks, it's also beneficial to consider the potential savings and efficiency gains from using digital software, such as an HR platform. Evaluating the return on investment (ROI) can give you an indication and understanding of how much your organization can save. If you're interested in quantifying how much optimizing HR administration could save, AlexisHR’s ROI calculator is a great resource to explore.

11. Training and Development Cost per Employee

This metric provides insights into a company's investment in improving its workforce. It's an indicator of the value placed on employee growth and the extent of resources dedicated to professional development. By analyzing this cost, organizations can gauge the effectiveness and scale of their training initiatives relative to the size of their workforce. It's a balance between fostering employee development and managing training expenditures efficiently.

How to measure: Training and Development Cost per Employee = Total investment in training and development programs, including costs / Total number of employees

12. AI Adoption and Impact Metrics

How can AI adoption be measured? As AI transforms the workplace, understanding its impact as an HR professional is essential. Measuring the impact of AI will look different in all organizations, teams and even down on an individual level. However, HR has an important role to play when it comes to AI adoption within an organization.

How to measure the impact of AI within the organization: Regularly collect data on the usage of AI tools in different areas. Compare data against benchmarks or evaluate the effectiveness of AI by looking at variations in performance and productivity.

How to measure the impact of AI within your HR-function: For HR teams interested in measuring their metrics in relation to AI implementation or usage, there are several effective approaches. Here are a few examples:

  • Recruitment: Using AI software in hiring helps HR teams save a lot of time. AI can do many things in hiring, like making job descriptions and giving feedback. It's important to note that compliance with data protection laws, such as GDPR or CCPA, remains crucial. One measurable impact is the reduction in "Time-to-fill", which can be compared before and after implementing AI-powered tools.
  • HR operations: AI chatbots can significantly reduce the administrative workload on HR staff. By comparing the metric "Time spent on administrative tasks" before and after implementing AI chatbots, HR departments can quantify the efficiency gained. This KPI reflects the time savings and increased productivity in people operations, allowing HR staff to focus more on strategic aspects rather than routine administrative duties.
  • Employee engagement: AI's role in analyzing employee engagement is becoming increasingly important. Using AI to interpret survey results can give better insights and detect trends. It can help identify areas needing attention and suggest actionable steps for improvement.

Wrapping it up

And there you have it, the essential HR metrics and KPIs for 2024. These aren't just numbers; they're insights into the core of your organization. By tracking these, you will not only boost efficiency but also your team's growth. Remember, behind every metric is a team member making it all happen.

Here’s to a insightful and people-focused 2024!

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