KPI Human Resources: The 10 indicators for your HR strategy

Key Performance Indicators (KPIs ) in human resources are key indicators that allow you to measure and analyze your company's performance in human capital management. They help you make strategic decisions to improve the effectiveness of your HR actions. In this article, discover the 10 essential indicators to guide your HR strategy and optimize your organization's performance. To facilitate your human resources management, explore our HR software.

What are the main HR KPIs?

The main HR KPIs fall into several categories, including those related to recruitment , employee satisfaction , and staff retention . Here is a detailed overview of these indicators.

What are the KPIs related to recruitment?

Recruitment -related indicators allow you to measure the effectiveness of your recruitment processes and identify areas for improvement. These include:

Hiring rate

The hiring rate is the number of new employees recruited over a period . It is calculated by dividing the number of hires by the number of open positions, then multiplying by 100 to obtain a percentage . This indicator helps you measure the effectiveness of your recruitment process.

Trial period termination rate

This KPI measures the number of contracts terminated during the probationary period . A rate candidate selection or onboarding process . It is calculated by dividing the probationary period terminations total number of hires , then multiplying by 100.

Cost per recruitment

The cost per hire represents the total cost incurred to recruit a new employee job posting fees recruitment agency fees interview costs , and more. This metric helps you optimize your spending and improve the profitability of your HR department.

Time limit for appeal

The time it takes to fill a vacancy is the number of days . A long time your company productivity . This metric helps you identify and address obstacles in your recruitment process.

Retention rate

The retention rate measures a company's ability to retain its employees over a given period. A rate indicates good employee , while a rate may signal management or social climate problems.

Internal mobility rate

This rate assesses the percentage of employees positions within the company . High internal mobility can reflect effective career management and the development of internal skills.

What are the KPIs for employee satisfaction?

Measuring employee satisfaction is essential for retaining your talent and improving the social climate within your organization . Here are some key indicators:

Satisfaction rate

Employee satisfaction is typically measured through internal surveys of employee well-being and engagement satisfaction rate indicates a positive work and effective human resources management.

Training participation rates

This rate indicates the percentage of employees who participated in training over a period . It allows you to assess employee engagement professional development and the effectiveness training policy . The training time spent per employee is also a valuable indicator for measuring investment in skills development.

Internal promotion index

The internal promotion index measures the number of positions filled internally compared to the total number of promotions . A index reflects good career management and the development of internal skills your company employer brand .

What indicators does the HR manager use to measure the stability of their staff?

Staff stability is a major challenge for human resources . The following indicators are essential for measuring it:

Turnover rate

The turnover rate corresponds to the which staff turnover occurs . It is calculated by dividing the number of departures by the average number of employees , then multiplying by 100. A rate may indicate problems with satisfaction or working conditions , thus affecting the productivity and social performance of the company.

Turnover rate

Employee turnover measures the number of job changes or departures within a company. A turnover rate can indicate instability within the organization, requiring action to improve employee retention.

Recruitment rate

The recruitment rate measures the number of new hires relative to the company's total workforce recruitment rate can reflect rapid growth or high staff turnover.

What are KRAs and KPIs for an HR manager?

KRAs ( Key Result Areas ) and KPIs are two complementary concepts in human resource .

( KRAs) are the key areas where an employee must achieve results. They are defined based on company 's strategic objectives . KPIs) , on the other hand, are the indicators used to measure performance in these areas.

What is the KRA formula? KRAs are not calculated using a mathematical formula. They are defined qualitatively based on the responsibilities and objectives assigned to each position.

How to improve your HR KPIs?

To improve your HR KPIs , here are some possible actions :

• Analyze the data: Use HRIS software to collect and analyze your HR data effectively. A well-designed dashboard can help you track your key performance indicators in real time.
• Set clear objectives: Define SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives to guide your actions. These objectives must be aligned with your overall strategy and human resource .
• Involve managers: Encourage managers to monitor indicators and implement improvement plans. Data-driven decision-making improves the effectiveness of HR actions.
• Train your employees: Invest in training to develop your employees skills . Good training time contributes to productivity and career management .
• Improving working conditions: Focus on of work life to increase satisfaction and engagement . Optimal working conditions reduce turnover and improve productivity .
• Optimize your tools: Use tools to automate repetitive tasks and reduce human resources management costs . Effective HRIS software can significantly improve your human resources management.
• Ensure good communication: Establish communication to facilitate information sharing and strengthen team cohesion. Good communication helps ensure staff stability and improve the work environment.
• Keep up with the trends: Stay informed about human resources trends to adapt your strategies and remain competitive. Monitoring trends allows you to anticipate needs and optimize career management.
• Measure regularly: Conduct analyses of your KPIs to track performance and adjust your actions accordingly. A dashboard facilitates this monitoring.
• Invest in technology: Adopt advanced technologies human resource management and increase productivity . Using HRIS software is a key pillar for effective HR management.

By adopting a proactive approach, you can optimize your KPIs and strengthen your organization's performance.

But why use KPIs in human resources?

Human resources KPIs are essential for:

• Make informed decisions: They provide objective information to guide your strategies.
• Measuring effectiveness: They help you assess the effectiveness of your HR policies and identify areas for improvement.
• Anticipating needs: By following trends, you can anticipate staffing and skills needs.
• Improving employee satisfaction: By monitoring satisfaction indicators, you can implement actions to improve the social climate.
• Optimize costs: KPIs help you control expenses related to payroll and HR processes.
• Track progress: They allow you to track the progress of your HR initiatives and adapt your strategies based on the results obtained.
• Strengthening career management: By assessing performance and training needs, you can better manage your employees' careers.
• Ensuring effective management: KPIs provide an overview of human resource management, thus facilitating the steering of your HR strategy.

In summary, HR KPIs are essential tools for effectively managing your human resources and achieving your strategic objectives.

Human resources KPIs are essential indicators for measuring your company's performance in personnel management.

By using them wisely, you can improve your HR strategy, optimize your processes and promote the development of your human capital.

Consider implementing a high-performance HRIS software to facilitate the collection and analysis of your data. To learn more about digitizing your HR processes, see our article.