Companies place their operational performance
at the core of their concerns. In reality, this efficiency is human above anything, since it is the talent of the people in the company that will determine its performance. What indicators can measure HR performance?
Why should you set up these indicators immediately? What tools are available to best exploit these HR KPIs?
If continuous improvement to your company is a challenge you face, you’re sure to find this article useful.
Define your HR indicators carefully
provide particularly significant data, so you need to define them with careful reflection and precision. Naturally, they will depend on the size of the company, but also on your field of business and overall strategy. Here are a few essential indicators:
- staff monitoring
- mobility (turnover, trial periods, staff replacement ratios)
- integration (resignations, dismissals, etc.)
Of course, these HR monitoring indicators
will impact HR departments. For example, a high departure rate will lead to higher recruitment objectives
. On the other hand, the career management
department will have more discussions with employees in order to secure employees who are potentially “about to leave” by creating training projects or envisioning on wage increases.
Measure human capital with HR performance indicators
Putting into place HR indicators
will ensure optimized overall HR performance
for the company. This way, we can measure the human capital
of a company in two ways:
- Qualitatively: skills, experiences, and seniority of the employees
- Quantitatively: fluctuating team size per department
Nowadays, it’s hard to ignore all the reorganizations taking place within companies. Career managers
, as well as training managers, should be able to easily anticipate internal mobility
to be scheduled (such as a promotion with a pay rise at stake and acquisition of skills to occupy a created position).
HR dashboard | A fiercely efficient collaborative tool
Which department in a company is actually concerned by these HR indicators? Well, all of them! Even though this mainly affects the human resources department
, all departments in a company should meticulously contribute to HR monitoring tools
with their own data. Collaborative dashboards
seem to be the most suitable tools. That way, all the data in the tables can be shared
with human resources management
in charge of piloting these tools. HR will centralize the elements gathered to create an HR analysis dashboard
to then be shared with management. Collaborative dashboards
are excellent monitoring and decision-making tools
for managers and decision-makers.
Piloting human resources using HR dashboards
has become easy and will save considerable time for managers. The effectiveness of setting up these collaborative tools
resides above all in the involvement of every department in the company in contributing to this HR performance
. Set up your own shared dashboards
now! RowShare now suggests a wide selection of collaborative dashboards.