HR - Human Resourses Sample Key Performance Indicators

Recruitment

 New employee satisfaction rate with recruiting process

 Percentage of new employee retention after x time
 Percentage job offer acceptance rate
 Percentage of vacancies filled within x time
 Average Number of Interviews from Submitted applications/ CVs
 Recruitment source ratio - internal -v- external applicants
 Recruiting fee as percentage of annual salary
 Percentage of new employees with a recruiting fee paid
 Performance evaluation scores on hired candidates after, a given period.
 Average time that transpires from the moment a candidate is submitted to a hiring
manager to receiving initial feedback from the hiring manager.
 Average cost to recruit per job position
 Average open time of job positions
Average number of responses for open job positions
 Average number of interviewees for open job positions within a given measurement
period.
 Average time to recruit

You also need to set targets for each Key Performance Indicator. A company goal to be the employer of
choice might include a KPI of "Turnover Rate". After the Key Performance Indicator has been defined as
"the number of voluntary resignations and terminations for performance, divided by the total number of
employees at the beginning of the period" and a way to measure it has been set up by collecting the
information in an HRIS, the target has to be established. "Reduce turnover by five percent per year" is a
clear target that everyone will understand and be able to take specific action to accomplish.

 Title of KPI: Employee Turnover

 Defined: The total of the number of employees who resign for whatever reason, plus the
number of employees terminated for performance reasons, and that total divided by the
number of employees at the beginning of the year. Employees lost due to Reductions in
Force (RIF) will not be included in this calculation.
 Measured: The HRIS contains records of each employee. The separation section lists
reason and date of separation for each employee. Monthly, or when requested by the
SVP, the HRIS group will query the database and provide Department Heads with
Turnover Reports. HRIS will post graphs of each report on the Intranet.
 Target: Reduce Employee Turnover by 5% per year.
 Recruitment costing KPI
 • Recruitment costing per position.
• Recruitment costing per position per channel
 • Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include
advertising, referral and agency
 2. Recruitment time KPI
 • Average time to recruit. Calculating from date of recruitment require to date of
employee hired.
• Average time to recruit per position.
 3. Recruitment source KPI
 • Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
 4. Selection KPI
 • Average number of interviews from submitted resumes. Track the number of converted
submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
 5. Recruitment efficiency KPI
 • % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment

Training kpi

Training KPIs include key performance indicators as follows:

1. Training costing

• Company training expenditure (% of salaries and wages)

2. Training hours

• Average number of training hours per employee

3. Training certificates

• Number of employees completing sponsored MBA programs

4. Training courses

• Number of courses offered

• Number of courses implemented.

5. Training satisfaction

• Employee satisfaction with training.

6. Training budget
• % of HR budget spent on training
• Average training costs per employee

7. Training results

• % of employees gone through training

• Average time to competence. That is average time it takes until expected competence level is
reached.
• % & employee reach competence after training.

8. Training penetration rate

It measures the percentage of employees completing a course compared to total number of

employees employed.

9. E-learning training

• e-learning courses utilized

• % of e-learning pass rate

Compensation KPI

Compensation KPIs include key performance indicators as follows:

1. Salary rate / sales turnover.

2. Cost rate of workers compensation.

3. Cost rate of social insurance.

4. Cost rate of medical insurance.

5. Cost rate of benefits.

6. Average income per employee by month

When you consider how average income of the company, help you consider how average income
of the company you have or have not matched the average income of the sector or to other
competitors.

7. Average income per employee by hour.

8. Average income per employee by position.

- When considering the level of income by the average position, help you consider how average
income of the company you have or have not matched the market.
- The average income does not reflect accurately the income of the titles in your company.