How are you measuring the actions carried out in your company? HR indicators are essential to show whether your department’s efforts are yielding effective results or not.
Knowing the indicators can help you make decisions for each department, improving Endomarketing and HR strategies, ensuring a good work environment, with gains in engagement. They also contribute significantly to achieving the tactical and operational objectives of your business.
There are several HR indicators that serve to facilitate the identification of the results of each activity. Therefore, it is essential to know and also define which are the best ones to use in the company.
How about understanding some of these metrics? We have gathered the most important ones to optimize your organizational daily routine. Check them out:
HR Indicators to Facilitate Your Daily Routine
Performance Evaluation
Performance EvaluationPerformance can be measured through time, quality, and cost metrics. Through it, it is possible to identify the employees who stand out the most or need attention. It is not a matter of knowing who is better or worse, but of recognizing who needs monitoring or is in a development process.
Turnover
TurnoverIn addition to showing the company its employee turnover rate, turnover also points out the assertiveness of Recruitment and Selection processes. Rates above 5% deserve attention.
Turnover Cost
Turnover CostIt is based on the volume of personnel entries and exits in relation to available human resources in a given branch of the organization, over a determined period of time and in percentage rates. It is calculated as follows: number of admissions in the month + number of terminations in the month. This value is divided by 2, and the result is divided by the number of employees from the previous month. Finally, we multiply by 100 to find the percentage amount.
Talent Retention
Talent RetentionIt is measured based on the number of talents lost to the market or competitors. Its efficiency depends on the creation and updating of information in the talent pool, composed of professionals identified as potential candidates for future opportunities.
Absenteeism Rate
Absenteeism RateIt is the ratio of the degree of absence from work x total hours worked at the closing of the payroll. It is necessary to consider full-day absences of active employees and up to a maximum of 15 days for cases of sick leave or work-related accidents. The calculation for this index is as follows: ((HP / (HT + HP)) x 100). Where HP is equivalent to lost hours and HT to hours worked.
Organizational Climate Satisfaction
Organizational Climate SatisfactionMeasurement can be done through a survey conducted with employees. Certain questions regarding relationships with managers, professional growth opportunities, and benefits can be asked. With the result, it is possible to identify the degree of satisfaction of the teams or notice the weak points of people management.
As we mentioned at the beginning of this post, there are several HR indicators available. However, it is up to the Human Resources (HR) department to identify which ones make the most sense for its reality and best fit the actions promoted by the company. How about starting to choose the best ones now?
Did this article contribute to your activity? Then, also check out the 7 management errors that affect employee engagement.
