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.
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:
Define your HR indicators carefully
HR indicators 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.)

- Qualitatively: skills, experiences, and seniority of the employees
- Quantitatively: fluctuating team size per department