Is a Human Resources department just there to provide service-orientated benefits? Well, if you’re talking to a business who knows the true value of human resources, they’ll answer “no”. That’s because a human resources team with a strategic, organisational focus does a great deal to ensure the efficiency, profitability and ultimate success of a company.
In order to this, human resource departments need to know which key performance indicators (KPIs) to measure. These KPIs are strategic tools that can help a business to determine whether objectives are being achieved, and they come many in different forms: some are financial, some are cultural, and others focus on things like, absenteeism, health and happiness at work. Let’s take a look at some top KPIs for measuring employee success.
(Note that this article won’t look at KPIs with monetary value, but if you want to look at the financial indicators you should be measuring when it comes to weighing employee success, here’s what should be tracked).
Average Stay at the Company
This KPI tracks the average number of weeks, months or years an employee stays with the company. It’s a useful way to measure retention, but also satisfaction too: you should be able to infer a correlation between employee satisfaction and the length of tenure with your company.
Number of Freelancers
The number of freelancers or contractors your business uses is another useful KPI to measure. Keeping track of this figure will not only show you how much your business is spending on external capacity, but it should also help you to see which departments are under particular pressure from a resourcing or expertise perspective. If monitored regularly, it should help you to identify which parts of your business needs new hires, or what specific talent needs to be factored into a job advert.
Average Time to Fill a Job Vacancy
Tracking the average time to fill a job vacancy ought to show you how effective your business is at recruiting new hires. You could use this figure to see if it’s taking too long to fill a job role, but it may also prove useful if you want to do a bit of investigation into what could be causing a time-lag between creating a job role and filling it too. For instance, could you attribute a lengthy process to the fact your business operates in a niche industry? Does it have something to do with the location your business is based in? Or is the advertised salary too low, for instance?
Percentage of Leavers in Their First Year
Keeping an eye on the percentage of leavers in their first year is a very important KPI to track. New hires are expensive, but if your business seems to be losing staff before they’ve hit the 12-month mark, it might imply that your on-boarding process isn’t very good, or that job descriptions and the reality of day to day tasks aren’t matching up well.
Measuring your businesses diversity rate is another useful KPI to track as it will help you to see whether or not your business is committed to hiring from a multitude of backgrounds, and enable you to see how effective your business is at fostering an accepting community.
Employee Satisfaction Index
It’s a good idea for businesses to track employee satisfaction from time to time. Many businesses do this on a quarterly basis, asking their staff to submit an anonymous survey so that business managers can get a feel for how happy their staff truly are. Keep an eye on this figure – can you identify any trends? For instance, satisfaction may dip seasonally if your business is particularly busy at certain times of year, or satisfaction may have increased in correlation with the number of staff hired, implying that workers are not too over-stretched in their roles.
Percentage of Holiday Days Used
Measuring the percentage of holiday days used is another useful KPI for human resources departments to analyse. Rather than seeing 100% of holiday days used as a bad thing, consider it in a positive light – it may mean that your employees are good at managing their down time, recognising ‘burn out’ and seeing the importance of resting and recharging.
Percentage of Workforce Below Performance Standards
Finally, why not measure the percentage of your workforce that are performing below standard? Use the results from annual performance reviews to calculate an average figure across the company, and then look at how many employees scored below this. Use these results to take action: for instance, if an entire department is preforming badly, could it have something to do with the training they’re receiving? Do they have an effective manager? Do they have enough capacity to do their jobs properly?
Keep these KPIs in mind if you really want to analyse the effectiveness of your business from a HR perspective. And remember – the true value of a human resources department lies in strategy as much as service-provision.