What indicators should be defined to measure the performance of an HR strategy?

In order to measure the performance of an HR strategy, it is necessary to define
KPIS
(Key Performance Indicators). Choosing the right indicators can sometimes be complex. There are thousands of them, such as governance, employee engagement, or the number of resumes received. In order to enlighten you, you will see on a certain number of processes related to human resources management the most relevant indicators to use in the framework of your HR policy.

Steering of the HR function

With regard to the management of the HR function in the broad sense, we can mention the ratio of HR-related expenses. Performance indicators such as resignation, absenteeism or strike rates, or criteria related to recruitment or employer brand, can also be used to measure employee satisfaction.

    Talent acquisition

    When it comes to talent acquisition, channel effectiveness is an interesting criterion to exploit. This allows us to know where the candidates come from. The channels are more and more numerous since the arrival of social networks and specialized sites. The cost per hire is also an indicator to consider: it corresponds to the entire recruitment process and can include various costs such as those related to advertising on social networks or presence in job fairs.

    Workforce planning

    In terms of planning for the skills needed by the company in the near future, one can mention the percentage of strategic positions that are open, the percentage of positions that currently have a skills gap to fill, or the percentage of people who are likely to retire within the next five years.

      Talent Management

      For talent management, performance can be assessed by measuring employee turnover, internal mobility rates, and the number of career opportunities offered.

        Compensation

        In terms of performance management, we can mention the turnover rate of high performers by considering the number of people who have left the company in a particular period. We can also consider the difference between the compensation of high performers and other performance categories.

          Performance Management

          In terms of performance management, we can mention the turnover rate of high performers by considering the number of people who have left the company in a particular period. We can also consider the difference between the compensation of high performers and other performance categories.

            Learning and development

            Related to human capital is skill attainment, which measures a learner’s level of knowledge before and after training. We can also address the notion of workplace application, which is used to measure the impact of skills acquired in the field, the idea being to know if the knowledge and skills are actually used in order to improve the relevance of a training and its suitability for a job.

              Business intelligence and social controlling

              In terms of assessing the social climate in the context of
              social management control
              The number of people leaving the organization each year, the average time an employee spends in the company, and the ratio of resignations to departures can be mentioned.

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