HR Metrics – ideas for some HR Metrics that do not come to mind ordinarily.

Organization wide HR Metrics – some common omissions Here are some HR metrics that can give insight into what and why things are happening in an organization. Of course many of these metrics are typically available in other reports within your organization, but including them in the over-all “report card” or “dashboard” will significantly increase the overall impact of your HR technology and HR’s position as a strategic business partner.  Change in the productivity of the overall employee population  (output less costs) HR customer satisfaction data (courtesy and quality of service) Response time to requests for HR help/ information Quality of our hires (performance of recent hires) “People Profit” The number of people dollars spent in order to get one dollar of profit Employee pulse/ satisfaction. What are the employees saying on Social Media. HRIS related performance and customer service metrics Back fill capabilities in case of turnover and succession planning success Quarterly Human Asset review and overall HR performance index Identifying via metrics those managers who are considered “weak” or show a significant trend in hindering promotions of their direct reports, or how are evaluated poorly by their direct reports. A list of critical terminations and open positions Percentage of employees that feel challenged, believe they are “growing”, and are recognized by manager (for retention purposes) – via specific metrics on “employee engagement”  List of “key” or High performing employees that are at risk of leaving  Competency “gaps’ between needed and actual capabilities – based on corporate strategies and future...