Define your HR indicators carefully
To measure HR performance you will have to identify first HR indicators. Make sure to define them with careful reflection and precision in order to provide particularly significant data. 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).