What are hr metrics?

Although the separation of human resources (HR) can use various tools in society, the HR metrics are among the most important methods for transmitting real information. It is essentially a measurement and statistics concerning various aspects of HR management for a company that demonstrates the importance of ongoing development. There are a wide range of different hr metrics that businesses can use, including the maintenance of employees, time spent for company training and employee satisfaction. The purpose of these statistics is usually for HR manager to prove to other managers and corporate officers, as his department used money and time invested in them. If someone reports: "Employee satisfaction has improved and most employees are looking forward to accepting work," then it would be a Qualitative statement because it does not indicate any real value. Metrics HR, on the other hand, would probably report more, according to recent anonymous survey as: “Employee satisfaction increased by 32% and 81% of employees replied that they were looking forward to work. ” This information is quantitative because there are statistical numbers that can be seen, measured and compared.

One of the most important aspects of hr metrics is that they are quantitative and provide real numbers. Corporate officers often seek these figures to find that the department of human resources and managers contribute to something real and demonstrable to society. These values ​​not only provide important statistical information for human resources managers, but also allow this information to be compared more meaningfully and directly. Some may use HR metrics to see numeric growth of income generated on the basis of employment -an hour worked, or evaluate ongoing training when looking at the training lessons at the previous quarter.

Many different types of statistics can be generated as HR metrics and specific values ​​often depend on INFormations that the manager considers important. Common categories considered in HR include the satisfaction and maintenance of employees, the time spent in the field of employee training and employee productivity. For example, staffing employees may be expressed in terms of the percentage of employees who have left the company after work for a certain period of time. Productivity can be measured in a number of different ways for HR metrics and meaningful data are usually generated on the basis of different levels of employees and the way their time is spent compared to generated income.