HR Metrics

PERFORMANCE METRICS
1 Revenue per employee Total revenue / total number of employees
2 Profit per employee Total profit / total number of employees
3 Overtime per employee Hours of overtime / total number of hours (contractual hours + overtime) per period
4 Labor cost per employee Total labor cost / total number of employees
5 Labor cost percentage of revenue Total labor cost / organizational revenue
6 Labor cost percentage of total expenses Total labor cost / total organizational expenses
7 Absence rate Number of absence days / total number of working days
8 Absence rate per manager/department Number of absence days per unit / total number of working days per unit
9 Overtime expense per period Overtime pay / total pay per period
10 Training expenses per employee Training expenses / total expenses
11 Training efficiency Training expenses per employee / training effectiveness

12 Cost of absenteeism Total cost of absenteeism =
Total employee hours lost to absenteeism * hourly pay (including benefits) +
Supervisor hours lost in dealing with absenteeism * hourly pay supervisor (including
benefits) + other costs (including temporary staff, training, loss of productivity, quality
loss, overtime, etc.)
13 Time until promotion Average time (in months or years) until promotion
14 Promotion rate Number of employees promoted / headcount
GENERAL WORKFORCE METRICS

15 Average age Average age | Sum of age of all headcount / headcount
16 Average length of service Average length of service | Length of service of all headcount / headcount
17 Average distance from home Average distance in miles (or km) from home
18 Engagement rate # Employees above the engagement norm in period / headcount at beginning of period
19 Satisfaction rate Number of people who report being satisfied in their job / total number of people
20 Salary hike since last year (Current salary - salary previous year) / salary previous year
RECRUITMENT METRICS
21 Time to fill Number of days between publishing a job opening and hiring the candidate
22 Time to hire Number of days between the moment a candidate is approached and the moment the
candidate accepts the job
23 Cost per hire Total cost of hiring / the number of new hires
24 Source of hire Sourcing channel used to attract the hire

25 First-year resignation rate Employees who left the organization within 1 year / headcount
Note: this number should be 0, just like metrics no. 38, 39 and 40. A percentage higher
than zero will be very costly and indicates a bad fit with new recruits and the
organization. Organizations should use better selection tools and procedures to
prevent this.
26 First-year turnover rate Employees who left the organization within 1 year / total number of recruits
27 First-month turnover rate Employees who left the organization within 1 month / total number of recruits
28 Hiring manager satisfaction Number of hires who perform well / total number of hires
29 Candidate job satisfaction Number of hires who rate themselves as satisfied in their new job / total number of
hires
30 Applicants per opening Total number of applicants / number of job openings
31 Selection ratio Number of hired candidates / total number of candidates
32 Cost per hire (Total internal cost + total external cost) / total number of hires
33 Offer acceptance rate Number of applicants presented with a job offer / number of applicants who accepted
a job offer
34 Vacancy rate Total number of open positions / total number of positions in organization
35 Application completion rate Total number of people who completed the application / total number of people who
started with the application
36 Yield ratio Number of applicants who successfully completed the stage / total number of
applicants who entered the stage. For example:
● 15:1 (750 applicants apply, 50 CVs are screened)
● 5:1 (50 screened CVs lead to 10 candidates submitted to the hiring manager)
● 2:1 (10 candidate submissions lead to 5 hiring manager acceptances)
● 5:2 (5 first interviews lead to 2 final interviews)
● 2:1 (2 final interviews lead to 1 offer)
● 1:1 (1 offer to 1 hire)
37 Cost of getting to Optimum Productivity Total cost involved in getting someone up to speed = onboarding cost + training cost +
Level (OPL) cost of supervision + cost of on-the-job training + (total labor cost * % OPL per month)
until 100% OPL Is reached

HR Metrics

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HR Metrics

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What metrics are used to measure performance?

What metrics are used to measure the general workforce?

PERFORMANCE METRICS

1 Revenue per employee Total revenue / total number of employees

2 Profit per employee Total profit / total number of employees

5 Labor cost percentage of revenue Total labor cost / organizational revenue

7 Absence rate Number of absence days / total number of working days

10 Training expenses per employee Training expenses / total expenses

11 Training efficiency Training expenses per employee / training effectiveness

14 Promotion rate Number of employees promoted / headcount

GENERAL WORKFORCE METRICS

24 Source of hire Sourcing channel used to attract the hire

30 Applicants per opening Total number of applicants / number of job openings

31 Selection ratio Number of hired candidates / total number of candidates

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