HR Analytics and Metrics

The first time I presented a data-driven HR strategy to the board… They didn’t ask about culture. They didn’t ask about performance reviews. They asked: “How does this move the business?” That moment shifted my mindset forever. As HR leaders, we often talk about engagement, inclusion, and retention. But unless we connect people to performance, it’s all just noise. That’s where HR metrics come in. Not dashboards for vanity. Not numbers for compliance. But people data that drives real business decisions. Here are the 10 essential HR metrics every strategic HR leader must watch: ✅ Headcount – Are we staffed to meet strategic goals? ✅ Turnover – Are we leaking talent, and what’s it costing us? ✅ Diversity – Are we building inclusive teams that attract top talent? ✅ Total Cost of Workforce – Are we balancing efficiency with value? ✅ Compensation – Are we aligned with market realities and internal equity? ✅ Spans & Layers – Are we structured for agility or buried in hierarchy? ✅ Engagement – Are our people emotionally invested in our mission? ✅ Talent Acquisition – Are we hiring right—or just hiring fast? ✅ Learning – Are we preparing for the skills of tomorrow? ✅ Workforce Planning – Are we ready for what’s next? I’ve used these metrics to launch cultural transformations, align HR with corporate governance, and deliver real ROI—not just HR wins, but business wins. Because here’s what I’ve learned: 👉 You can’t improve what you don’t measure. 👉 You can’t lead without insight. 👉 And you can’t expect impact without alignment. If HR wants a seat at the strategy table, we need to speak the language of metrics. Because in today’s world, the most human organizations… are the ones who understand their people through data. #PeopleAnalytics #HRStrategy #DataDrivenHR #HRMetrics #FutureOfWork #BusinessImpact

73% of HR teams are tracking metrics that don't actually drive business value. Fresh analysis from AI ALPI reveals how top companies are revolutionizing HR metrics: ↳ Talent Acquisition teams fixating on time-to-fill? Wrong focus. Top performers use Quality of Hire Score (combining time-to-productivity + retention + hiring manager satisfaction) ↳ Still using basic engagement scores? Leading organizations have shifted to Employee Net Promoter Score (eNPS) with 3.2x higher correlation to revenue growth The real game-changers: Workforce Productivity North Star → Revenue Per Employee isn't enough → Top companies layer in Operational Cost Efficiency (30% more predictive of success) → Span of control optimization adds 22% to productivity scores Talent Development Metrics → Internal Mobility Rate (not just promotion rate) → Skills Gap Closure Velocity (2.5x more important than traditional L&D metrics) → Career Path Ratio (new metric showing 40% correlation with retention) DEI Progress Evolution → Moving beyond representation → Inclusion Index becoming primary metric → Pay Equity tracked real-time, not annually The biggest surprise? Organizations using these modern HR North Star metrics see: → 47% higher talent retention → 3.1x better succession readiness → 28% increase in revenue per employee Game-changing insight: HR metrics should evolve with company maturity, just like product metrics. Netflix-style evolution needed. Don't let your HR function fall behind. This isn't just another framework – it's the new standard for HR excellence. Share this with your HR leader or CEO if you want them to be ahead of the curve. 🔥 Want more breakdowns like this? Follow along for insights on: → Getting started with AI in HR teams → Scaling AI adoption across HR functions → Building AI competency in HR departments → Taking HR AI platforms to enterprise market → Developing HR AI products that solve real problems #HRTech #PeopleAnalytics #FutureOfWork #HRTransformation #AIinHR

5 HR metrics CEOs want: 1. Employee Engagement (eNPS – Employee Net Promoter Score) Low engagement leads to poor performance and high turnover. HR must track eNPS and engagement scores, identify the root causes, and take action. If employees are disengaged due to leadership, workload, or pay, fix it before it impacts business results. 2. Turnover Rate High turnover wastes hiring costs and disrupts operations. HR needs to break down why employees leave. Bad management, low pay, or lack of growth. Use solutions to keep top talent. Retention is not optional. 3. Hiring Efficiency Open roles slow growth. HR must track time-to-fill, cost-per-hire, and new-hire retention. If hiring takes too long or employees leave quickly, streamline sourcing, improve onboarding, and fix weak spots in the process. 4. Productivity per Employee More employees don’t always mean better results. HR must track revenue per employee and key performance metrics. If productivity is low, remove inefficiencies, automate tasks, and optimize workload distribution. 5. HR Costs vs. Impact Every HR expense, including salaries, benefits, and training, must deliver value. HR needs to show what’s working and what’s not. If a program isn’t improving retention or performance, adjust or cut it. HR must: a. Keep top talent in the company. b. Ensure every HR dollar drives results. c. Solve problems before they affect the business. CEOs need action, not reports. P.S. I'm Warren Wang, the CEO and founder of Doublefin. I spent 12 years at Google in finance leadership roles, including in corporate FP&A, driving company-wide financial planning, headcount planning, and later as a finance director.

📈HR is evolving — and so should our metrics!! Gone are the days when HR was just about hiring and payroll. Today, HR drives business value — but only when we track what really matters. 💡 Whether you’re building a high-performing team or improving culture, your data should tell the story. 👉Here are key HR KPIs that matter across every stage of the employee lifecycle: 🔍 1. Recruitment & Talent Acquisition • Time to Hire – Average time from job posting to offer acceptance. • Cost per Hire – Total recruitment cost divided by number of hires. • Offer Acceptance Rate – % of candidates who accept the offer. • Source of Hire – Performance of different hiring channels (LinkedIn, job portals, referrals). • Quality of Hire – Performance and retention rate of new hires (after 3 or 6 months). ⸻ 👋 2. Onboarding • Time to Productivity – Time it takes for new hires to reach expected performance levels. • New Hire Retention Rate (30/60/90 days) – How many new hires stay. • Onboarding Satisfaction Score – Feedback from new hires on onboarding experience. • Completion Rate of Onboarding Tasks – % of employees completing orientation, document submission, etc. ⸻ 💼 3. Employee Engagement & Experience • Employee Engagement Score – From surveys (e.g., eNPS or pulse surveys). • Participation in Engagement Activities – Attendance/feedback from events, programs. • Internal Mobility Rate – % of employees moving to new roles internally. • Manager Feedback Score – Employee feedback on direct supervisors. ⸻ 🧾 4. HR Operations & Compliance • HR-to-Employee Ratio – Number of HR staff per total employees. • Policy Compliance Rate – % adherence to HR policies/processes. • HR Request Resolution Time – Average time to resolve employee queries. ⸻ 📈 5. Performance Management • Completion Rate of Performance Reviews – % of employees reviewed on time. • Goal Achievement Rate – % of employee goals/KPIs met. • Performance Distribution – Breakdown of rating levels (e.g., top, meets, needs improvement). ⸻ 📚 6. Learning & Development • Training Participation Rate – % of employees attending programs. • Training Effectiveness Score – Feedback scores post-training. • Learning Hours per Employee – Average hours spent in development activities. • Skill Acquisition Rate – % of employees acquiring new skills/certifications. ⸻ 🚪 7. Retention & Offboarding • Employee Turnover Rate – Monthly/annual % of employees leaving. • Voluntary vs. Involuntary Turnover – Who left by choice vs. termination. • Regrettable Loss Rate – % of high-performing employees who left. Which of the following HR metric do you track most closely? #HRStrategy #PeopleAnalytics #HRKPIs #EmployeeExperience #PerformanceManagement #Recruitment #LearningAndDevelopment #HRLeadership

📊 Key HR KPIs Every People Professional Should Track In the evolving landscape of HR as a strategic partner, measuring what truly matters is crucial. Here are some essential KPI categories to drive impact: 🔹 **Recruitment & Hiring** - Time to Fill - Cost per Hire - Quality of Hire - Offer Acceptance Rate - Candidate Satisfaction Score 🔹 **Engagement & Retention** - Employee Turnover Rate - Retention Rate - Employee Satisfaction Score - eNPS (Employee Net Promoter Score) 🔹 **Training & Development** - Training Completion Rate - Training Effectiveness - Internal Promotion Rate - Learning & Development ROI 🔹 **Performance Management** - Goal Achievement Rate - Appraisal Completion Rate - High Performer Retention 🔹 **Diversity, Equity & Inclusion (DEI)** - Diversity Hiring Rate - Pay Equity Index - Inclusion Survey Score 🔹 **HR Operational Efficiency** - HR-to-Employee Ratio - HR Cost per Employee - Automation Rate 💬 Which KPIs does your team prioritize most—and why? Let’s share insights to raise the bar in HR. #HumanResources #HRKPI #PeopleAnalytics #EmployeeEngagement #TalentManagement #HRStrategy #LinkedInHR #RecruitmentMetrics #LearningAndDevelopment

HR teams are surrounded by dashboards, reports, and data, but not all numbers drive decisions. If you want real influence at the table, you need to track what actually moves the needle. Here are 8 HR metrics worth your attention and how to use them strategically: 1️⃣ Quality of Hire 🔹 What it is: Measures how well new hires perform and stay. 🔹 Why it matters: Bad hires drain time, money, and morale. 🔹 Use it to: Track performance, retention, and manager feedback at 6 and 12 months. 2️⃣ Employee Turnover (Voluntary & Involuntary) 🔹 What it is: The percentage of employees leaving the company. 🔹 Why it matters: High turnover = high hidden costs. 🔹 Use it to: Segment by department, tenure, or manager to identify root causes. 3️⃣ Time to Fill 🔹 What it is: How long it takes to fill an open role. 🔹 Why it matters: Vacant positions disrupt productivity. 🔹 Use it to: Compare against benchmarks and improve internal hiring processes. 4️⃣ Employee Net Promoter Score (eNPS) 🔹 What it is: Measures satisfaction and loyalty. 🔹 Why it matters: Low engagement kills retention and performance. 🔹 Use it to: Run quarterly surveys and act quickly on feedback trends. 5️⃣ First-Year Turnover Rate 🔹 What it is: Percentage of employees who leave within 12 months. 🔹 Why it matters: High rates point to issues in hiring or onboarding. 🔹 Use it to: Spot patterns by recruiter, manager, or role and fix the leaks. 6️⃣ Internal Promotion Rate 🔹 What it is: How often you fill roles with internal talent. 🔹 Why it matters: Low rates = missed growth and retention opportunities. 🔹 Use it to: Identify top performers early and create growth paths. 7️⃣ Pay Equity Ratio 🔹 What it is: Compares compensation across groups. 🔹 Why it matters: Pay gaps impact trust, retention, and risk. 🔹 Use it to: Audit by gender, race, and role to close gaps proactively. 8️⃣ Cost per Hire 🔹 What it is: Total cost to bring someone onboard. 🔹 Why it matters: High cost may reflect inefficiency or poor retention. 🔹 Use it to: Balance hiring quality with smart resource use. ✅ Bottom Line: You don’t need more reports, you need better ones. Track what matters. Use what you track. And lead with data that tells a story. 💬 Which of these metrics do you find most overlooked in your org? 👉 Follow Ricardo Cuellar for more no-fluff HR and workplace strategy tips. 📬 Want more insights like this? Subscribe to my newsletter, link in bio!

Most HR teams are drowning in vanity metrics that don't actually solve problems. Here's the framework Jessica Z. uses to cut through the noise: --- 1. Health Metrics (What's happening now) - Headcount - Sick days per month - Basic attrition rates These tell you where you are, not where you're going. --- 2. Operational Metrics (Your team's SLAs) - Time to fill roles - Interview-to-hire conversion - Probation pass rates Track these consistently to spot trends and improve processes. --- 3. Success Metrics (Problem-solving mode) This is where it gets interesting.  You identify a specific problem, create a hypothesis, then track metrics to test it. --- Real example from data: People with "strong" interview feedback kept failing probation. Wait, what? 🤔 Problem statement: Their interview process isn't predictive of actual performance. Hypothesis: Interviewers are giving inflated positive feedback. Success metric: Distribution of interview scores (they wanted a normal bell curve, not everyone getting 8-10/10) --- They tracked: • Health: Overall attrition • Operational: Probation pass rates • Success: Interview score distribution Result? Found interviewers were afraid to give honest feedback. Fixed through calibration training. --- Most teams only track the first two buckets. The magic happens in bucket three - where you actually solve problems instead of just measuring them. 📎 Full convo with Jessica (and more metric breakdowns) linked in the comments. #PeopleMetrics #HRAnalytics #DataDrivenHR #PeopleOps #HiringInsights

HR isn’t short on data. It’s short on data that drives decisions. Dashboards. Reports. Metrics everywhere. But if you want real influence at the table, you need to track what actually moves the needle. Here are 8 HR metrics worth your attention, and how to use them strategically: 🔸 Quality of Hire Measure how well new hires perform and stay. Track feedback at 6 and 12 months, because bad hires cost more than you think. 🔸 Employee Turnover (Voluntary & Involuntary) Don’t just track exits. Segment by manager, team, or tenure to find the root cause before it spreads. 🔸 Time to Fill Vacant roles stall momentum. Compare your numbers against benchmarks, then fix the friction in your hiring flow. 🔸 Employee Net Promoter Score (eNPS) Low eNPS = disengagement, fast exits, and quiet quitting. Run quarterly surveys. Act on the trends. 🔸 First-Year Turnover Rate If people are leaving in under a year, something’s broken, hiring, onboarding, or culture. Find the pattern. Fix the leak. 🔸 Internal Promotion Rate Low numbers mean missed potential and rising attrition. Identify top talent early. Build paths before they walk out. 🔸 Pay Equity Ratio Unequal pay doesn’t just hurt morale, it creates legal and reputational risk. Audit by group. Close the gap. 🔸 Cost per Hire Know what you’re spending. And whether the return is worth it. Hiring quality matters, but so does sustainability. ✅ Bottom line: You don’t need more reports. You need smarter ones. Track what matters. Use what you track. And lead with data that tells a story, not just a spreadsheet. Which of these metrics is your team underestimating right now? Drop it below ⬇️ your insight could shift the room. ——— ♻️ REPOST if this resonated with you! ➡️ FOLLOW Rheanne Razo for more B2B growth strategies, client success, and real-world business insights.

HR loves to brag about turnover rates and hires made. But most leaders still see that as busywork. We track turnover, retention, and jobs filled. But those numbers only tell part of the story. What if we started asking a different question: What difference did our work actually make? That’s the difference between activity and impact. Let’s look closer. ✅ 𝗬𝗼𝘂 𝘁𝗿𝗮𝗰𝗸𝗲𝗱 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿. But what was the cost savings of reducing it? Less recruiting spend. Lower training costs. → 𝘛𝘩𝘢𝘵’𝘴 𝘪𝘮𝘱𝘢𝘤𝘵. ✅ 𝗬𝗼𝘂 𝘁𝗿𝗮𝗰𝗸𝗲𝗱 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻. But did it connect to results or revenue growth? When people stay, work moves quicker and clients win. → 𝘛𝘩𝘢𝘵’𝘴 𝘪𝘮𝘱𝘢𝘤𝘵. ✅ 𝗬𝗼𝘂 𝘁𝗿𝗮𝗰𝗸𝗲𝗱 𝗷𝗼𝗯𝘀 𝗳𝗶𝗹𝗹𝗲𝗱. But did you measure their speed to productivity? Time to productivity ties directly to results. → 𝘛𝘩𝘢𝘵’𝘴 𝘪𝘮𝘱𝘢𝘤𝘵. 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗵𝗶𝗻𝗴: → Leaders don’t wake up excited about activity metrics. → They care about business results. When you start showing impact, everything changes. → Your conversations with executives shift. → Your seat at the table feels more secure. → And your HR work gets the visibility it deserves. 𝗦𝗼 𝗵𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗯𝗲𝗴𝗶𝗻? ➡️ Translate every HR metric into a business outcome. Ask: Did this effort save money? Did it increase revenue? Did it reduce risk? ➡️ Use dollar signs whenever you can. Executives notice dollars. ➡️ Connect people data to business goals. Show how HR work drives the bottom line. Tracking activity keeps you busy. Tracking impact shows your value. The choice is yours. What’s one HR metric you could reframe to show real impact? If this helped, share it with someone in your network who tracks HR data. ♻️ I appreciate 𝘦𝘷𝘦𝘳𝘺 repost. 𝗪𝗮𝗻𝘁 𝗺𝗼𝗿𝗲 𝗛𝗥 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀? Click the "𝗩𝗶𝗲𝘄 𝗺𝘆 𝗡𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿" link below my name for weekly tips to elevate your career! #HRAnalytics #PeopleData #HRMetrics Adams HR Consulting Stephanie Adams, SPHR

5 HR Analytics Everyone Should Be Monitoring Employee Turnover Rate This metric tracks the percentage of employees leaving the organisation within a specific period. A high turnover rate can be costly and disruptive, so it's essential to understand why employees are leaving and what can be done to retain them. Time to Hire This metric measures the average time it takes to fill an open position, from when the job is posted to when an offer is accepted. A long time to hire can lead to lost productivity and a competitive disadvantage. Cost per Hire This metric calculates the total cost of recruiting and hiring a new employee, including advertising, salary, benefits, and agency fees. Keeping this cost under control is important for any organisation. Employee Engagement Employee engagement is a measure of how invested and committed employees are to their work. Engaged employees are more productive, have better customer satisfaction, and are less likely to leave the organisation. Absenteeism Rate This metric tracks the percentage of employees who are absent from work on a regular basis. High absenteeism can be a sign of low employee morale or health problems. By tracking these analytics, HR professionals can gain valuable insights into the workforce and make data-driven decisions to improve talent management, reduce costs, and create a more positive work environment.