Whether you are making a shift to evidence-based HR, or just want to make sure you have your finger on the pulse of your business, there are some key metrics that every HR manager needs. Here’s our list of the top ten.

1. 10 HR metrics you should
keep at your fingertips

2. 1. HEADCOUNT
The baseline figure.
Without it, all your other
metrics, from headcount
costs and growth to
turnover and retention
just won’t make sense.

3. 1. HEADCOUNT
But hang on. Should your
employee figures include
those on long-term
absence? And what about
temporary staff? Is your
definition of employee
the same as the Finance
department’s?

4. 1. HEADCOUNT
If you don’t have an
agreed, consistent
definition across the
business of what
headcount really means,
the maths won’t add up.

5. 2. EMPLOYEE TURNOVER
Do you know how many
people left your
organisation this month?
This year? And why? If you
don’t, you could leave your
business vulnerable.

6. 2. EMPLOYEE TURNOVER
For instance, if there’s a
sudden spike of leavers
from one specific
department or across the
organisation, it’s something
you need to investigate.

7. 2. EMPLOYEE TURNOVER
Or it could be that your
turnover is above average
for your business sector.
What could you do to
change that?

8. 2. EMPLOYEE TURNOVER
Regularly tracking leavers
and joiners can help you
identify potential issues
before they become a
problem.

9. 3. FLIGHT RISK
Checking for flight risk is vital. Look out for clues of
disengagement or unhappiness. Have absence levels
gone up? Have employees stopped going the extra mile?

10. 3. FLIGHT RISK
This kind of information is easy to collect during regular
performance reviews, especially if managers are
equipped with the right questions – and have a system
for recording the outcomes!

11. 4. EMPLOYEE COSTS
Knowing how much you
invest in your staff
(salaries, benefits,
bonuses, compensation
and training) is another
figure you’ll want to keep
on hand.

12. 4. EMPLOYEE COSTS
This allows you to
calculate the cost of
unplanned absences,
budget for staff
development and new
recruits, as well as model
the impact of potential
pay rises.

13. 5. VACANCIES
Having stats on the number
of current and planned
vacancies, and the skill sets
you’re looking for, can help
ensure you’re ready to
support the business.

14. 5. VACANCIES
With competition for talent
at an all time high, this
information will help you
keep your recruitment
processes under close
scrutiny and plan for
onboarding success.

15. 6. TIME TO HIRE/COST TO HIRE
You know the ability to quickly and cost effectively fill
vacancies has a direct impact on business performance.

16. 6. TIME TO HIRE/COST TO HIRE
So make sure you know the cost of filling each vacancy,
the route you used, how long it took, and estimate any
hidden costs too (time spent looking at CVs/interviewing,
communicating with candidates etc.)

17. 7. ABSENCE
This is a figure that most
business leaders will
expect you to know. It has
a direct impact on the
bottom line.

18. 7. ABSENCE
As well as the top line
figures, you’ll need to be
able to identify route
causes and map them
against different areas of
the organisation.

19. 7. ABSENCE
That way, if you identify
you do have a problem,
you can put in place
strategies to deal with it
effectively.

20. 7. ABSENCE
It’s also important to
know how much paid
holiday entitlement
employees have in hand
for resourcing and
financial reporting
purposes.

21. 8. DEMOGRAPHICS
Being able to see the make-
up of your workforce in a
visual way gives you an
important perspective on
key HR decisions, such as
retention and staff
development.

22. 8. DEMOGRAPHICS
This could help the way you
approach flexible working,
or deciding which benefits
to offer, and even the way
your office is designed and
decorated.

23. 9. PERFORMANCE
Setting specific development and performance goals is
an effective way to keep everyone focused. But they
won’t do much good to anyone if they aren’t tracked or
recorded.

24. 9. PERFORMANCE
It’s a metric that isn’t just important to HR. Think about
how you can make this information available to those
who need it. An HR system like Cezanne HR can help!

25. 10. COMPLIANCE
There are many
employment issues
that land at HR’s
doorstep. Depending
on the industry, there
may be some extra
facts and figures you
need to keep track of.

26. 10. COMPLIANCE
Are there key metrics
that would help your
business stay on the
right side of the law
and operate safely?

27. 10. COMPLIANCE
A key example is health
and safety. How many
incidents did you have
last year? Is your record
improving? Is your
training up-to-date?

28. With so much data to manage, an HR system can make
a real difference.
Why not get in touch today and organise your free
online demo with Cezanne HR today!
https://cezannehr.com/hr-software-demo/