HR indicators: Calculation and dashboard

In an ever-changing economic world, it has become essential for organizations to master their performance levers. The human dimension of companies is one of the factors in their success. To achieve this, it is now necessary to manage human resources in a precise and relevant manner. HR indicators enable strategic personnel management. Which HR indicators should you choose and how can you set up an HR dashboard? QuarksUp, a specialist in HRIS, has looked into this question.

What is an HR indicator?

An HR indicator is a tool for measuring and monitoring a company's human resources. It is a valuable aid to strategic decision-making for company executives. 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 the HR KPI (Key Performance Indicator).

What are the different HR indicators and how are they calculated?

There are several relevant HR indicators that can be used to evaluate the performance of measures taken by the human resources director. HR indicators are calculated based on the company's HR data and rely on certain key information.

1 - HR performance indicator

HR performance indicators enable the HR Director to ensure that the company's HR strategy is relevant. 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 quality of life at work in the company;
• Number of employees who achieved their goals.

2 - Sociodemographic indicator

To fully understand your company's identity, it is essential to be able to analyze its demographic structure. Sociodemographic indicators are a wealth of vital information for managers. They use this data to establish their HR strategy. There are several types of indicators:

• Age pyramid;
• Percentage of men and women;
• Average salary;
• Average seniority;
• Average age;
• Percentage of permanent contracts, fixed-term contracts, temporary contracts;
• Number of ongoing conflicts with employees;
• Number of labor court cases per year.

3 - Forecast indicator

Prospective HR indicators are valuable tools for steering corporate strategy:

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

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

4 - Recruitment indicator

Companies often face recruitment challenges due to a shortage of candidates. Successful recruitment is a major challenge for any company. To ensure the effectiveness of their recruitment policy, HR managers can rely on recruitment indicators:

• Number of open positions;
• Number of resumes received;
• Average time between receiving the resume and the interview;
• Number of interviews conducted;
• Number of contracts signed;
• Average time to fill a position;
• Number of departures during the trial period;
• Acceptance rate of offers by candidates;
• Ratio of successful candidates to applicants;
• Source of recruited profiles (advertisements, sourcing, network, co-opting, etc.).

5 - Training indicator

Training ensures that employees' skills match the needs of the company. Training indicators are a tool for measuring the effectiveness of the company's training policy:

• Percentage of employees trained;
• Number of training hours per employee;
• Average level of education of employees;
• Number of training requests vs. number of training courses completed.

By using all these HR indicators, the HR Director and the company's CEO have a clear picture of the effectiveness of the HR policy that has been put in place.

How to set up an HR indicator dashboard?

The HR dashboard of indicators is an essential tool for comprehensive, real-time monitoring of all this data. The HR team can use it to track its actions. It is also a useful tool for communicating with management and other departments.

To be effective, this HR indicator dashboard must be updated daily. To calculate HR indicators, HR managers can use software to create their HR dashboard. This allows them to monitor staff numbers, recruitment, training, absenteeism, and leave in real time. The HR dashboard is undoubtedly a vital tool for decision-making.

Did you know? QuarksUp offers dynamic reporting.

quarksUp has developed solutions for tracking HR indicators: number of hires, gender distribution, application management, individual and collective performance analysis, training request tracking, etc. See all your HR indicators at a glance.

The 3 key points to remember:

1. HR indicators are a powerful tool for decision-making.
2. There are various HR indicators that can be used to define a relevant HR policy.
3. HR software allows you to obtain these indicators in real time.

Once HR indicators have been taken into account, it is essential to adopt an analytical approach. Start by gathering relevant data, identifying significant trends, and assessing discrepancies. Use analytical tools to uncover actionable insights. Then interpret the results in light of organizational objectives, adjust strategies if necessary, and share findings with key stakeholders. This approach enables proactive HR management, promoting continuous improvement and alignment with business needs.