MEANING OF HR METRICS

Human Resource metrics are measurements used

to determine the value and effectiveness of HR
initiatives.
These measurements include:

 • Turnover.
 • Training.
 • Return on human capital.
 • Costs of labor.
 • Expenses per employee.
 HR metrics, or human resources metrics,are key figures that
help organizations track their human capital and measure
how effective their human resources initiatives are
 Hr Metrics enable human resources executives to track and
measure performance on different aspects and ultimately
predict the future.
  

Benefits of HR Metrics

 1. Compare expectations to actual results

 Once you have set a standardized metric result, the employees know what they are being compared
against and the HRs know what each of the results mean. By comparing the set standards or
expectations with the actual results, gaps can be identified, analyzed and worked upon. In order to
fulfil the gaps, the necessary actions must be taken by HRs.

  2. Quantify the quality

 With the help of HR metrics and analytics, quality of the work being done can be quantified. As the quality is
being described in numerical terms, reports can be prepared for performance review, future predictions and
other results in order to be analyzed to make the necessary changes in the organization
3.Improved training
 Once the company has sufficient data to analyze and identify the gaps in the
organization, especially in employee performance, HRs and department managers work
on the training process to enhance the output. Both, the company as well as the
employees benefit from different training techniques.

 Changing the perspective on training is an important part of helping employees put in

their best efforts, a training technique that has not worked in the past might do wonders
for just one employee in a company.
4. Increased productivity

Research shows enterprises investing in training programs based on the
gaps in HR metrics and analytics get a better Return on Investment
(ROI) than enterprises investing in training programs based on improper
and inaccurate data.
It helps organizations know whether all employees are making full use
of the opportunities and knowledge provided to them during the
training programs. Expectations can be easily fulfilled once they are
communicated directly to the employees and if they are being trained
with the end goal in mind.
 5.Better employee experience
 HR metrics and analytics help enhance the employee experience by motivating them to work
towards their personal and professional goals together.
 As the organization helps employees fill in the gaps in terms of work, the employees realise
the value that is added to their life while continuing to work towards enhancing the company’s
value.
 When the company focuses on making the employee experience better, employees focus on
putting their best foot forward to help the company reach greater heights, making it a win-win
situation.
 What do HR Metrics measure? 

HR metrics and workforce analytics work together. 

They measure a variety of functions at a workplace.

It includes the time taken to complete jobs, quality of

work, employee satisfaction, employee wellbeing, employee
utilization, etc.
By establishing clear HR metrics, businesses can ensure clear goals
for the organization according to everyone’s requirements. 
 Measuring the Effectiveness of Human
Resource’s / HR Metrics Examples /Types of HR
Metrics
  

 1 HR Metrics in Recruitment 
 1. Headcount: the total number of employees in the organization, or
within the department you are tracking. 

 2. Demographics: the characteristics of the workforce, including age,

gender, education level, and length of service in the company. 

 3. Time to Hire: the average number of days between when a job is

posted, and when the candidate accepts the offer. 

 4. Acceptance Rate: the number of offer letters extended by the

organization, divided by the number of candidates who accept an offer. 
 5. Cost per Hire: the average cost of hiring a new employee.
This can be generated by calculating the sum of both internal
and external hiring costs, then dividing that value by the total
number of employees hired in a given period. 

6. Time to Productivity: the time it takes for new

hires to become acclimated in the organization and start
working at full productivity.  

 7. New-Hire Turnover: the number of new hires who

leave the organization within a set period of time (e.g. within
their first year of employment). 
 2.HR Metrics in Engagement and Retention 

the number of employees who would recommend the

8. Employee Satisfaction:

organization as a good place to work, versus the number of employees who

wouldn’t. 
9. Total Turnover Rate: the number of employees who leave the company within

a given period of time, divided by the average number of total employees. This is
usually indicated in a percentage value, so this decimal is then multiplied by
100. 
10. Voluntary Turnover Rate: the turnover rate including only the employees

who voluntarily leave the organization. 
11. Talent Turnover Rate: the turnover rate among the organization’s highest-

performing and highest-potential employees.  
 2.HR Metrics in Engagement and Retention 

 12. Retention Rate: the opposite of a

turnover rate, in that the number of
employees who remained in the
organization over a given period is divided
by the total number of employees. 
 13. Retention Rate per Manager: the
retention rate broken down by individual
teams and managers. 
 3.HR Metrics in Time Tracking 

 14. Absence Rate:This rate is the number of days an employee is absent from
work without any prior notice. It does not include already approved leave for a
while.  
 15. Absence Rate per Manager: the absence rate broken down by individual
teams and managers.  
 16. Overtime Hours: the number of overtime hours worked by employees in a
given period of time. This can be calculated either as an average number,
broken down by individual employees.  
4.HR Metrics in Employee Value & Performance 

 17. Performance & Potential: a nine-box performance matrix where employees are categorized according to
their performance and potential levels
 18. Employee Performance: metrics as received through self-assessments, peer reviews, manager assessments, or a
combination of all three. 
 19. Goal Tracking: usually done so through a performance management software that include goal tracking, this metric
monitors the goals employees have set, how they connect to larger organizational goals, the progress the employees
have made on those goals. 
 20. Company Performance: a comparison of how well employees are performing, versus how engaged and valued they
feel within the organization.  
 21. Revenue per Employee: the total amount of revenue generated in a given period of time, divided by the total
number of employees. 
 5.HR Metrics in Training and Development 

 22. Training Expenses per Employee: the total cost of the

organization’s training courses and programs, divided by the total number
of employees. 

 23. Training Completion Rate: the number of employees who

complete a given training course/program, divided by the total number of
employees. This value is then multiplied by 100 to get a percentage. 

 24. Time to Completion: the amount of time it takes for an

employee to complete a given training course or program. 

 25. Training Effectiveness: this can be measured in several different

ways, including running tests or assessments that generate a pass/fail rate
for training programs.  
 6.HR Metrics in HR Service & Software 

 26. Ratio of HR Professionals to Employees: the number of employees in

the organization per HR professional on the HR team. 
 27. Cost of HR per Employee: the total amount the organization spends on
HR functions and services, divided by the total number of employees in the
organization. 
 28. HR Software Employee Participation Rate: the number of employees
who actively use the organization’s HR software, divided by the total
number of employees in the organization. 
 What is an HR metrics dashboard?

A metrics dashboard is an online dashboard that

allows you to see all of your HR metrics at a
glance. You can use the dashboard in your HR
software to update information and keep all of
your different types of HR analytics in one place.
The HR Dashboard is the visual representation of
the metrics that an HR manager needs to keep a
track of to judge the performance of different
organizational departments.
 
 HR Dashboard Metrics

 1. Employee Headcount: The number of employees working in different departments at different positions
along with the number of years of experience is recorded.
 2. Recruitment and Staffing: The number of positions lying vacant in different departments for different
levels in the organization along with the number of vacancies already filled in by the personnel is
maintained.
 3. Payroll: The payroll cost is recorded Viz. Payroll cost per team, payroll cost by different levels, payroll
cost by different departments in the organization.
 4. Employee Time: The employee’s arrival time, departure time, working time, absenteeism is recorded.
 5. Attrition: Keeping a track of the number of layoffs, either forcefully or voluntary from different
departments in the organization.
 HR Dashboard Metrics

 6.Incentives and Commissions: The amount of incentives to be paid with respect to

the cost incurred on an employee, Incentives to be paid out of a given budget is
maintained by the HR team.
 7.Exit Interviews: The record of the number of employees leaving the
organization and keeping a proper data about the reason behind their departure
 8. Skills: The individual competencies along with the possession of unique skills
is recorded.
 HR Dashboard Metrics

9. Compensation: The amount of compensation to be paid to each


employee performance wise and category wise is computed.
10. Termination: The data about the number of employees

terminated from their positions and the reason for the same is
recorded.
11. Training metrics: The training programmes to be carried out to

incorporate essential skills and abilities in an individual is summarized.
 
 Key functions of HR dashboards

 Decision-making support

 First of all, the HR dashboard is a valuable decision-making tool. Thanks to its data and graphs, which provide a global and synthetic view of the
organization's situation, the manager or HR department head will be able to select the actions to be implemented to perpetuate and/or improve the
organization's activity.

 Analytics

 Secondly, the HR dashboard helps companies analyze the data through HR metrics. The HR dashboard metrics can also reflect employee
performance. For example, a low turnover rate will reflect the implementation of an adapted and efficient talent management policy.

 Nowadays, there are lots of advanced interactive HR dashboards that integrate cloud-based machine learning to track any issues and optimize all the
procedures.

 Transparency

 In the third phase, the dashboard has the capability to lead to a precise diagnosis of the organization's overall situation. This contributes to
informing employees and shareholders and communicating with the organization's external stakeholders on its activities and health.
 Tips to build a relevant HR dashboard

  

How to develop an HR dashboard?

When developing HR dashboards, it is not only the presentation that will be decisive. For an optimal HR
dashboard, there are several steps to follow:
Determine the organization's demands and priorities: This first step is used to guide the choice of metrics to
be included in the dashboards. Although HR metrics are all useful, they will not have the same impact on the
organization and too many metrics could make the dashboard lose its effectiveness and interest.
Set objectives and expectations for the use of the dashboard: This second step will enable the choice of HR
metrics to be refined by confirming or refuting the initial selection made when determining needs and
priorities.
Establish the hierarchy and the organization of the metrics used in the dashboard.
Agree on the frequency of updating and checking the data used to establish the HR dashboard metrics.
 Decide on the software to create the dashboard
 Top five Excel functions for Excel
Dashboards:

SUMPRODUCT Function: It’s my favorite function while creating an interactive Excel dashboard. It allows me to do
complex calculations when there are many variables. For example, suppose I have a sales dashboard and I want to
know what were the sales done by the rep Bob in the third quarter in 15the East region. I can simply create a
SUMPRODUCT formula for this.
INDEX/MATCH Function: I am a big proponent of using the combination of INDEX and MATCH formula for looking
up data in Excel Dashboards. You can also use the VLOOKUP function, but I find INDEX/MATCH to be a better
choice.
IFERROR Function: When doing calculations on the raw data, you’ll often end up with errors. I use IFERROR
extensively to hide errors in the dashboard (and many times in the raw data as well).
TEXT Function: If you want to create dynamic headlines or titles, you need to use the TEXT function for it.
ROWS/COLUMNS Function: I use these often when I have to copy a formula and one of the arguments needs to
increment as we go down/right of the cell.
 Other Excel functions for Excel Dashboards:

 VLOOKUP stands for 'Vertical Lookup'. It

is a function that makes Excel search for a
certain value in a column (the so called
'table array'), in order to return a value
from a different column in the same row.
 Use VLOOKUP when you need to find
things in a table or a range by row. For
example, look up a price of an automotive
part by the part number, or find an
employee name based on their employee
ID.
 Other Excel functions for Excel Dashboards:

 You use the SUMIF

function to sum the
values in a range that
meet criteria that you
specify.
 For example, suppose
that in a column that
contains numbers, you
want to sum only the
values that are larger
than 5. You can use the
following formula:
=SUMIF(B2:B25,">5")
The syntax for the SUMIF function in Microsoft Excel is:
SUMIF( range, criteria, [sum_range] )
 Other Excel functions for Excel Dashboards:

 Use COUNTIF, one of the statistical

functions, to count the number of
cells that meet a criterion; for
example, to count the number of
times a particular city appears in a
customer list.
Benefits of Using Executive HR Dashboards

 1 Better Employee Retention

 Employee retention is one of the most important pain points for many business
owners. It depends on a variety of factors which is why it is so hard sometimes to
ensure that your employees aren't constantly looking for a better job than what
they have at your company.
 HR executive dashboards allow you to view various metrics and reports. This, in
turn, helps you predict which aspects of your business need to be improved to
keep the satisfaction levels of your employees high.
BENEFITS OF HR DASHBOARD

 2.HR Monitoring
 HR monitoring is all about keeping an eye on the important things and tracking all
the necessary data about your business. It helps you improve your human
resources department as well as perfect every other aspect of your business. With
the help of a simple dashboard, your HR employees will be able to get more control
over their own tasks which will, in turn, allow them to make more objective and
effective decisions.
BENEFITS OF HR DASHBOARD

• 3. Recruitment
 HR dashboards are capable of supporting the analysis of the trends in the company. The
results of that analysis will be used on how the business should progress going forward,
and that includes what sort of employees the company needs in the future. So for
upcoming recruitment campaigns, the HR personnel will have clear directions and
objectives.
BENEFITS OF HR DASHBOARD

• 4. Employee Management
 The population of your company’s manpower can range from less than a hundred to
even thousands, depending on how big it is. Because that’s the case, managing all of them
using manual tools can make things inconvenient and cumbersome for your HR
department. But with HR dashboards, everything is laid out for you. You can easily
arrange and sort employee background checks, records, and profiles. Plus, there are HR
dashboards with embedded communication systems that can disseminate information to
each department swiftly.
 BENEFITS OF HR DASHBOARD

• 5.Managing Skills and Ability

 Employee performance management is among the essential roles of every HR department. One of your responsibilities as
an HR manager or staff member is to contribute to enhancing their skills and abilities. With HR dashboards, you can
easily record the strengths and weaknesses of each employee in the company. Through that approach, monitoring the
progress of their improvements will become easier. And in the long run, it’ll also be easier to eye employees that are
worthy of promotion. You can integrate the status of an employee’s skills and abilities in their profile.
 BENEFITS OF HR DASHBOARD

• 6.Tracking
 Almost everything that an HR team does is constant recording, monitoring, and, last but not least, tracking. And when we talk
about monitoring, it’s not just about the employees. It concerns the entire company as a whole. Everything that your HR team
tracks, from employee productivity records and performance evaluation, bodes tremendous impacts on the business’s
progress. Simply put, an HR dashboard can help your company predict its future and avoid foreseeable issues. That said, all
the tracking duties of your HR team must always be accurate and credible, and you’ll need HR dashboards for that.
 BENEFITS OF HR DASHBOARD

• 7.Employee Engagement
 As mentioned earlier, HR dashboards can help you keep track of employee performance and improvement. Through the
results of those data, you can measure employee engagement. Employee engagement is a concept that determines how
satisfied or passionate are the employees of their respective roles in the company. Their progress and overall performance
speak volumes of how engaged they are as workers. With an HR dashboard, you can use detailed metrics that can provide
in-depth measurements of employee engagement. As an HR worker, you should know that measuring employee
engagement can help in identifying the needs of the workers and nurturing their well-being in the workplace.
Storyboarding

 What is a Storyboard?
A Storyboard is an image of a collection of diagrams. Together, these
diagrams show how a Business process, a software programme, a App or
website or other is eventually supposed to work.
 Storyboarding software for building prototypes based on sketches can be a
valuable tool.
 A storyboard is a graphic organizer that consists of illustrations or images
displayed in sequence for the purpose of pre-visualizing a motion picture,
animation, motion graphic or interactive media sequence.
 Storyboarding

 It’s made up of a number of squares

with illustrations or pictures
representing each shot, with notes
about what’s going on in the scene and
what’s being said in the script during
that shot. Think of it as sort of a comic
book version of your script.
 A storyboard is your roadmap when
you make a video.
 Types of storyboards

 1. Traditional
 Traditional storyboards involve a series of
conceptual pencil sketches that help the
writer, producer, and director to visualise their
initial idea before any filming or animating
starts.
 These storyboards are still very common in
the TV and movie industry today as they allow
for changes to be made quickly and
inexpensively.
 Here’s an example from the animated TV
series, Tom & Jerry: 
 Types of storyboards

 2. Thumbnail
 A thumbnail storyboard is usually used by a small team–or
even a team of one–who already have a good understanding
of how they want to visually portray their idea. 
 These are very quick and easy to create as no text is required
and the sketches don’t need to be particularly detailed. 
 Here’s an example from the famous shower scene in the
movie Psycho: 
Types of storyboards

 3. Digital
 A digital storyboard is perfect for 
animated videos because you can use the
exact graphics that will be shown in the final
video. 
 This allows everyone involved to get a sneak
peek into what the end-product will look like.
 This ensures that there are less changes
later down the line and it also allows our
clients to have more of an input into how
their video will look.
CONNECTING DOTS & INTEGRATING
THE FINDINGS
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Goal Statement
 This isn’t simply a declaration of what we are trying to
achieve—it drives how we apply the tools. Each of the
ensuing dots are driven by the Goal Statement, as well as by
previous dots. It clarifies the direction of improvement,
along with “from” and “to” values and a target date.
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Data Collection Plan

 We collect data for two purposes:
1. To establish (or confirm) baseline performance
2. To find clues to possible causes
 The Data Collection Plan should always measure the performance in
terms of the Goal Statement metric. Consider what conditions might
make performance vary—by shift, location, day of the week or
transaction type. We call these stratification factors and record them as
we gather our data. Later we analyze the data to determine which of
them makes a difference—differences become clues to root causes. We
can collect other information of interest, but process performance over a
time period is essential to building the baseline.
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Baseline Performance
 The process performance is plotted in a Run Chart to show the
process performance over time. We normally expect to see a
random pattern. Any non-random features, such as trends, cycling,
clustering, shifts or extreme high and low points suggest that some
cause is acting upon the process. Digging deeper into these patterns
can often surface clues to root causes.
 If we collected stratification factors, we can sort the data to find
performance differences. These can be seen by plotting Box Plots
for each value or using an Analysis of Variance (ANOVA).
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Root Cause Identification

 Analysis of the Baseline Performance will often give us
clues to potential root causes. We dig deeper to find what’s
behind the data clues. Those clues are not root causes but
may signal that they’re nearby. For instance, if you find that
there is a difference between the day shift and the night shift,
we cannot conclude that the shift is a root cause! Our
process is not smart enough to misbehave on certain shifts.
Rather, there is something different happening on different
shifts—perhaps a somewhat different process. Those
differences are either a root cause, or close to it.
 CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Root Cause Confirmation

 We work to confirm suspected root causes, either through process observation
or data analysis. If the problem we are trying to solve has been around awhile,
chances are that others have already tried to solve it—some with great
confidence. Long-standing problems, sometimes called hardy perennials, persist
because people assumed they knew the cause, but missed the true root cause.
We have to confirm the suspected root causes in order to develop solutions with
confidence.
 To confirm a root cause, we intervene in the process and either temporarily
remove the root cause or do something to neutralize its effect. We then run the
process for a short time and measure the performance. If it is clearly better, we
have confirmed the root cause. If not, we keep looking further.
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Solutions
 Once we confirm a root cause, we should
consider how to act on what we have
learned. Our solutions should always
include some action to neutralize a root
cause. While we can add anything that
makes sense, at least one of the solutions
has to be based on a confirmed root cause.
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Verification
 If our solutions are effective, the
process performance should prove it.
We continue to monitor process
performance, extending the the Run
Chart from the baseline performance
past our solution implementation.
Once again, we are measuring the
metric targeted in the Goal Statement,
and we fully expect to see a favorable
shift in performance.
CONNECTING DOTS & INTEGRATING
THE FINDINGS

 Monitoring and Response Plan

 Once we confirm improvement, we need to be sure it lasts, so
we continue to measure the performance. We set triggers
points—levels to “go no higher than” or “go no lower than”—
and take corrective action when the process fails to perform as
expected. We should also track leading indicators—input
measures or upstream process measures—that signal a
problem before it emerges. Acting on leading indicators helps
us respond in time to prevent poor process performance.