HR indicators: Calculation and dashboard

What are HR indicators for? How do you calculate them? How do you create an HR dashboard? QuarksUp, specialist in HRIS, answers your questions!

Which HR indicators should you choose for your dashboard?

In a constantly changing economic world, it has become essential for organizations to master their performance levers. The human dimension of business is one of the factors behind its success. To achieve this, it is now necessary to manage human resources in a precise and relevant way. HR indicators thus enable strategic personnel management. Which HR indicators to choose and how to set up an HR dashboard? QuarksUp, a specialist in HRIS, has looked into the matter.

What is an HR indicator?

An HR indicator is a tool for measuring and monitoring a company’s human resources. It is an invaluable aid to strategic decision-making for company managers. These indicators serve as a basis for defining HR policy and measuring its effectiveness. They enable optimal management of the company.

Good to know: HR KPIs

The HR indicator is also known as an HR KPI (HR Key Performance Indicator).

What are the different HR indicators and how do you calculate them?

To assess the performance of the measures taken by the human resources manager, there are several relevant HR indicators. The calculation of HR indicators is based on the company’s HR data and certain key information.

1. HR performance indicators

HR performance indicators enable the HR Director to ensure that the company’s HR strategy is appropriate. There are several types of HR performance indicators:

Turnover rate ;

Absenteeism rate;

Average workload per employee ;

Number of jobs created per year ;

Change in payroll ;

Employee satisfaction with the company’s QWL ;

Number of employees achieving their objectives.

2. Socio-demographic indicator

To understand your company’s identity, it’s vital to be able to analyze its demographic structure. Socio-demographic indicators represent a wealth of vital information for managers. They use this data to establish their HR strategy. These indicators can be of several types:

  • Age pyramid ;
  • Percentage of men and women ;
  • Average salary ;
  • Average seniority ;
  • Average age ;
  • Percentage of permanent, fixed-term and temporary contracts ;
  • Number of open conflicts with employees ;
  • Number of industrial tribunals per year.

3. Predictive indicator

HR forecasting indicators are invaluable tools for steering company strategy:

  • Internal mobility rate ;
  • Resignation rate ;
  • End of trial period rate ;
  • Number of internal geographic transfers per year ;
  • Employee satisfaction ;
  • Absenteeism.

Based on this data, senior management can make informed decisions.

4. Recruitment indicator

Companies are often faced with recruitment problems due to a shortage of candidates. Successful recruitment is a major challenge for any company. To ensure the effectiveness of their recruitment policy, HR departments can rely on recruitment indicators:

  • Number of open positions ;
  • Number of CVs received ;
  • Average time between receipt of CV and interview ;
  • Number of interviews conducted ;
  • Number of contracts signed ;
  • Average time to fill a position ;
  • Number of departures during trial period ;
  • Rate of acceptance of bids by candidates ;
  • Ratio of candidates selected to candidates proposed ;
  • Source of recruited profiles (advertisements, sourcing, network, cooptation, etc.).

5. Training indicator

Training ensures that employees’ skills are in line with the company’s needs. Training indicators are a tool for measuring the success of a company’s training policy:

  • Percentage of employees trained ;
  • Number of training hours per employee ;
  • Employees’ average level of education ;
  • Number of training requests vs. number of training courses carried out.

Thanks to the use of all these HR indicators, the company’s HR Director and CEO have a precise view of the effectiveness of the HR policy in place.

What is an HR indicator?

The HR dashboard of indicators is an indispensable tool for global, real-time monitoring of all this data. The HR team can use it to track its actions. It is also a relevant communication tool for management and other departments.

To be effective, this dashboard of HR indicators must be updated daily. To calculate HR indicators, HR departments can use software to create their HR dashboard. In this way, they can monitor headcount, recruitment, training, absenteeism and leave directly. The HR dashboard is undeniably a key decision-making tool.

Did you know that? QuarksUp offers you dynamic reporting.

QuarksUp has developed solutions for tracking HR indicators: number of recruitments, gender distribution, application management, individual and collective performance analysis, training requests, etc. At a glance, you’ll find all your HR indicators.

3 key points to remember:

HR indicators are a powerful decision-making tool;

There are various HR indicators that can be used to define a relevant HR policy;

HR software provides these indicators in real time.

You may also be interested in 😊

Add your title here

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.

Add your title here

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.

Comments are closed.