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PERFORMANCE CENTER
Human Resource Services
Benefits
401(k) Costs per Participating Employee
401(k) Plan Utilization
Average Benefits Cost per FTE
Average Number of Vacation Days per Year per Employee
Benefit Expense Percent
Benefit Revenue Ratio
Benefit to Compensation Percent
Benefits as a Percentage of Cost
Benefits as a Percentage of Salary
Bereavement Leave
Health Care Factor
Paid Time Off Days per Employee
Retirement Program Costs
Total Benefits Cost
Tuition Reimbursement Utilization
Value of Options Exercised per Employee
Compensation
Average Contract Salary
Average Management Pay
Average Staff Salary
Benefit Compensation Percent
Compa Ratio
Compensation Expense Percent
Compensation to Revenue Percentage
Contract Staff as a Percentage of Costs
Contract Staff as a Percentage of Revenue
Cost per Payment Payslip Processed
Cost per Unit of HR Service
Employee Hourly Cost Factor
Executive Bonus Compensation Percent
Income Factor
Job Evaluation Factor
Management Compensation as a Percentage of Total Compensation
Non Variable Compensation
Overpayment Rate
Overtime Expense per FTE
Overtime Pay Percent
Payments for Time Not Worked per Employee
Payroll Error Rate
Payroll Tax Factor
People Profit
Percentage of Total Remuneration that is Overtime
Percentage of Workforce on Direct Deposit
Performance Based Pay per Employee
Performance Bonus Pay to Compensation Cost Ratio
Salary Range Exception Factor
Staff Compensation as a Percentage of Total Compensation
Variable Compensation
Variable Compensation Percent
General
Absence from Work due to "Service in the Uniformed Services"
Absence Rate
Average Length of Service
Average Satisfaction of Applicants
Competency Gaps Between Needed and Actual Capabilities
Cost per Unit of HR Service
Income Factor
Management Percentage
Percentage of Contract Labor
Percentage of Employees Certified in their Field
Percentage of Manual FTE
Percentage of Professional FTE
Percentage of Sales FTE
Rookie Ratio
Speed of HR Program Improvement/Obsolescence
Voluntary Separation as a Percent of Total Employee Departures
Health & EAP
Absence Cost Factor
Counseling Percent by Department
Effect of Absenteeism on Workforce Utilization
Employee Assistance Program Success Rate
Employee Health Management
Employee Illness Absence Rate
Employee Sickness Policy Awareness Rate
Ill Health Retirements
Money Saved by EAP
Sessions per 1,000 employees
Safety
Ergonomic Injury Rate
Frequency of Training Offered
MSD Injury Rate
Percentage of Change in Pre- and Post- Test Scores on Training
Percentage of Contractors Offered Training
Percentage of Contractors Who Participate in Training
Percentage of Eligible Employees Who Attend Safety Training
Percentage of Employees Given Safety Training
Percentage of Employees to Pass Safety Training
Percentage of Employees Trained for Emergency Action Plan
Percentage of Employees With a Background Check in the Last 12 Months
Percentage of Employees Working More Hours than Allowed
Percentage of Productivity Lost Due to Lack of Safety
Workers Compensation Cost per Employee
Workers' Compensation Severity Rate
Work-Related Injury Return Ratio
Security
Activity Notifications of Suspicious Activity
Cost of Loss Formula
Frequency of Data Backups
Frequency of System Testing
Loss Probablity Ratio
Lost Income Cost
Percentage of Staff With Access to Confidential Information
Management and Measurement
Development
Accession Rate
Average Time to Promotion
Promotion Rate
HR Management
Average Handle Time
Average HR Person Costs
Candidate Succession Planning Depth
Cost to Supervise
Cycle Time from Transfer Request to Transfer Completion
Dismissal Percent
Employee Tardiness Rate
Financial Impact of Employee Turnover
HR Advice Quality / Accuracy ("Mystery Shopper")
HR Costs per Employee
HR Expense Factor
HR Expense Percentage
HR Leavers
HR Management and Professional FTE Staff Percent
HR Structure Administrators
HR Structure Managers
HR to Employee Ratio
Human Capital ROI
Instability Factor
Involuntary Separation Rates as a Percentage of Total Departures
Involuntary Seperation Rate
Job Evaluation Factor
Low Performer Involuntary Separation Rates as a Percenatge of Headcount
Management Ratio
Meets by Default
New Employee Separation Rate
Percentage of Administrative FTE
Percentage of Employees Eligible for Retirement within 5 Years
Percentage of Functions Performed by Deadline
Percentage of HR Services Shifted to Self Service or Managers
Percentage of Improvement in Workforce Productivity
Permanent Resignation Rate
Permanent Resignation Rate of New Employees
Pipeline Utilization
Resignation/Retirement Rate
Retirement and Savings Plan Payments per Employee
Revenue Factor
Span of Control
Stability Factor
Succession Pipeline Depth
Termination Rate
Termination Rate of New Employees
Tier 1 HR Customer Service Center FTE Ratio
Transfer Rate
Usage of HR Services (by department or program)
HR Technology
Change in Costs for Same Function
Change in Time Spent on Function
Information Technology FTE Ratio
Percentage of Applicable Staff Trained on HRIS
Percentage of HR Information Available on Intranet
Satisfaction of HR with HRIS
Satisfaction of Staff with HRIS
Total Cost of HRIS (Including Technology Staff to Run it)
International/Global HR
Formal International Branding Strategy
Number of Languages Into Which HR Portal Is Translated
Percentage of HR Portal Accessible in Other Languages
Percentage of Services Available Internationally or 24 Hours a Day
Time Spent on Cross-Cultural Training
Organization Effectiveness
Employee Relations
Average Response Time to Requests for HR Help/Information
Employee Pulse/Satisfaction
Learning and Growth Opportunities
On-the-job Learning Contentment
Percentage of Employees who "Look Forward to Coming to Work Everyday"
Percentage of Employees Who are Satisfied with their Compensation
Percentage of Employees Who Feel that their Managers Exercise Expected Management Behaviors
Percentage of Employees Who Report that they are in the Leading Edge of Knowledge in their Profession
Percentage of Employees Who Report that they have a Bad Manager
Percentage of Employees Whose Performance Improves as a Result of HR’s Efforts
Percentage of New Hires that Report Excellent Training Opportunities Among the Top Three Reasons they Accepted the Job
Percentage of New Hires Who Report Excellent Training Opportunities Among the Top-Three Reasons They Accepted the Job
Percentage of Top-Performing Employees who Resigned for Compensation-Related Reasons
Preventable Turnover
Valued Employee Retention Rate
Group Performance
Change in Productivity
Percent of Individuals Contributions to Team Efforts
Percent of Team Eligible for Rewards
Percentage of Goals at the End of the Project that were Established Before the Project Started
Percentage of Goals Exceeded
Percentage of Goals Met
Individual Performance
Competency Gaps Between Needed and Actual Capabilities
Employee Performance Percentage
Knowledge Change
Percentage of Employees Whose Performance Improves as a Result of HR's Efforts
Performance Change
Skill Change
Organization Development
Manager Satisfaction with New Hires
Managers' Overall Satisfaction Rate with HR's Retention Efforts
Managers' Overall Satisfaction Rate With HR's Retention Efforts
Percentage of Employees Expected to Stay at Least Three Years
Percentage of Employees Who Feel Challenged and/or Recognized by Managers
Percentage of Employees Who Feel Challenged and/or Recognized by Managers
Percentage of Employees Who Indicate Concern With Culture and Climate
Percentage of Key Positions With at Least One Qualified Professional Ready
Percentage of Top Priority HR Goals that Were Met or Exceeded During the Year
Retention Program Effectiveness
Self Review Rate
Training & Development
Classroom Based Learning & Development Hours per FTE
Computer Based Learning & Development Hours per FTE
Cost per Trainee Hour
External Learning & Development Hours per FTE
External Training Split
FTE Training Factor
In-House Learning & Development Cost per FTE
Internal Training Split
Internal/External Training Split
Orientation Cost Factor
Percentage of Employees Meeting Competency Standards
Percentage of Employees Trained
Research & Development FTE Ratio
Time Between Request for and Actual Training
Training Cost per Session
Training costs as a percentage of total costs
Training Costs per Employee
Training Expenditures as a percentage of Employee Service Expenditures
Training Expenditures as Percentage of Total Personnel Services
Training Investment Factor
Training Penetration Rate
Training Quality
Training Staff Ratio
Staffing
Diversity
Adverse Impact Analysis
Cost per Diversity Hire
Diversity Return on Investment
Diversity Turnover
Percentage of Disabled Employees
Percentage of Diversity Goals Met
Percentage of Ethnic Minorities in Top Positions
Percentage of Minority and Women Hires
Percentage of Women in Top Positions
Outsourcing
Actual vs. Promised Response Time
Agency Turnover
Employer Satisfaction With Outsourcing
Number Requested Measurements Supplied by Outsourced Organization
Percentage of HR Function Currently Outsourced
Percentage of HR Offered as Fee for Service
Percentage of Outsourcing Goals Met
Percentage of Process Improvement Since Outsourcing
Salary Saved by HRO
Recruiting
Absense Rate
Average Cost per Recruit
Average Days to Issue an Offer Letter
Average Interview Length
Average Time to Fill
Bench Strength
Campus Visit Frequency
Career-Path Ratio:Promotions
Career-Path Ratio:Transferred
Cost per Hire
Cycle Time from Identification of Need to Hire to Approval of Job Requisition
Cycle Time from Job Acceptance to Beginning of New Hire in Agreed Position
Employee Satisfaction with Benefits
Financial Impact of Bad Hire
First Year Transfer Rate
Graduate Recruitment Percentage
Hiring Manager Satisfaction
Internal Hire Rate
Interviewing Cost
Job Posting Hire Rate
Job Posting Response Factor
Low Performer Involuntary Separation Rate
New-Hire Quality
Number of Qualified Applicants per Requisition
Number of Schools Visited /Engaged per University Recruiter Full-Time Employees
Offer Acceptance Rate
Orientation Program Effectiveness (Time to Productivity) and Satisfaction
Percentage of Accepted Job Offers for Middle Management/Specialists
Percentage of Accepted Job Offers for Operational Workers/Office Staff
Percentage of Accepted Job Offers for Senior Management/Executives
Percentage of Employees Whose Performance Improves as a Result of HR's Efforts
Percentage of HR Offered as Fee-for-Service
Percentage of Offers Accepted
Percentage of Qualified Applicants per Requisition
Promotion Rate
Quality of Hire
Recruiter Effectiveness
Recruiting Cost Ratio
Recruitting Efficiency
Referral Factor
Requisition Rate
Satisfaction of Applicants
Sign-on Bonus Factor
Source of Hire Value Index
Time Metric
Time to Fill
Time to Start
Vacant Period
Voluntary Separation Rates
Voluntary Separation Rates as a Percentage of Average Headcount
Voluntary turnover rates by length of service