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 carefullyHR 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