HR Indicators: Initially, we need to say that with the advancement of technologies, the Human Resources area has undergone several transformations.
Many companies have recently used technological solutions to improve people management. In addition, measuring results is strategic for making decisions and improving processes. Know the main HR indicators and how to use them in your company.
What Are HR Indicators?
Thus, we need to define that HR indicators are tools that allow measuring and evaluating different aspects related to Human Resources management in a company. For this, there are quantitative indicators, which measure numerical data, and qualitative indicators, which assess quality.
In addition, it is important to emphasize that the information obtained by these metrics is essential to provide a clear and objective view of employee performance, HR practices, and the impact of actions taken within your company. All this uses the collected data as a source for decisions.
What Is The Importance Of Doing Data-Based HR Management?
Furthermore, managing HR with data contributes to an objective analysis based on concrete information. This approach identifies problems, helps in better decisions, sets goals, optimizes processes, and evaluates the impact of HR actions in the organization.
However, for the analysis to be carried out correctly, it is essential to know what data to collect, carry out the correct study, and use the indicators that make sense with your company’s proposal. Discover the top 10 HR indicators now.
10 HR Indicators To Use In Your Company
First, to make your work easier when choosing HR indicators, we have separated a list of the top 10. Check it out below:
To clarify, this index measures the entry and exit rate of employees in the company, reflecting employee satisfaction and retention. Indicates whether employees are leaving early, being dismissed, or resigning.
In this way, the absence rate of employees is evaluated, helping to manage absences and identify health or motivation problems. One of the ways to calculate it is to check the hours of absence.
You must divide the number of hours lost by the total hours worked. Thus, it will be possible to find the percentage of absences.
In other words, the headcount measures the total number of employees. To find the result, just subtract the current value of employees from a predetermined period. You will be able to see if more people have entered or left. With this, it is necessary to understand what motivated each situation.
Recruitment And Selection Indicators
First, these indexes help measure and improve the company’s performance in the search for new talent. The goal is to make the selection process increasingly agile, optimized, and efficient.
To calculate this, you can divide the number of overdue vacancies by the total number of vacancies and multiply by 100. The lower this percentage, the better the indicator.
Above all, this indicator is quite subjective since it is necessary to consider how much the employees agree with its policies, mission, vision, and values. With this well-defined, you can evaluate who is already in the company and those who will be hired.
Emphatically, one of the most important actions is the climate survey; it measures how happy and satisfied your employees are with your company. At a high level, you can predict that productivity will be better with a quieter environment and more staff retention.
This index shows whether the tactics and strategies to retain the corporate team are effective. With this data, you can understand how the climate is in your team and take the best actions to avoid losing talent.
Salary Competitiveness Calculation
This indicator lets you understand whether your company offers a competitive salary. After all, good remuneration is essential for retaining talent. This data is calculated based on competitor information. Divide your company’s compensation amount by the salaries paid by competitors. If the result is less than 1, you are at a disadvantage.
Average Time In The Company
One more piece of information that highlights talent retention. With the average time at the company, it is possible to know, on average, how much time an employee spends on your team. This data helps better understand employees’ exit rates and ability to retain them.
This index is calculated based on another strategy, the individual development plan, in which you and your employees set a goal to achieve it. The idea is to check whether employees achieve promotions and understand why they do not occur.