What are Hr Manager metrics?
Developing an effective Hr Manager metrics can be intimidating, especially when your daily duties demand your attention. To assist you, we've curated a list of examples to inspire your planning process.
You can copy these examples into your preferred app, or alternatively, use Tability to stay accountable.
Find Hr Manager metrics with AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI metrics generator below to generate your own strategies.
Examples of Hr Manager metrics and KPIs
Metrics for HR KPIs
1. Employee Turnover Rate
The percentage of employees who leave the company during a certain period of time, calculated by dividing the number of employees who leave by the average number of employees and multiplying by 100
What good looks like for this metric: 10-15%
Ideas to improve this metric- Enhance employee engagement programmes
- Improve internal communication
- Offer competitive salaries and benefits
- Create a clear career progression path
- Regularly review and improve company culture
2. Time to Hire
The average number of days it takes from when a job opens until an offer is accepted, indicating the efficiency of the hiring process
What good looks like for this metric: 40-50 days
Ideas to improve this metric- Streamline the interview process
- Utilise applicant tracking systems
- Enhance job descriptions
- Build a talent pipeline
- Increase employer branding
3. Employee Engagement Rate
The level of employee commitment and involvement towards their organisation, typically measured through surveys and engagement scores
What good looks like for this metric: 70-80%
Ideas to improve this metric- Regularly conduct employee surveys
- Offer professional development opportunities
- Recognise and reward employees
- Foster a positive work environment
- Encourage regular feedback sessions
4. Absenteeism Rate
The percentage of workdays employees are absent, calculated by dividing the number of days missed by the total number of workdays available
What good looks like for this metric: 1.5-3%
Ideas to improve this metric- Implement wellness programmes
- Improve workplace conditions
- Address potential causes of stress
- Provide flexible work options
- Promote a healthy work-life balance
5. Training Cost Per Employee
The amount of money spent on training each employee, including materials, time, and any external training sessions
What good looks like for this metric: $1,000-$1,500
Ideas to improve this metric- Evaluate the effectiveness of existing training programmes
- Utilise more in-house training resources
- Leverage online learning platforms
- Negotiate better rates with external trainers
- Ensure training aligns with company goals
Metrics for Balanced Growth and Success
1. Revenue Growth Rate
Measures the percentage increase in revenue over a specific period, indicating business expansion and success
What good looks like for this metric: 10-25% annually for small businesses
Ideas to improve this metric- Enhance marketing strategies
- Diversify income streams
- Optimize pricing models
- Improve customer retention
- Expand product or service offerings
2. Customer Acquisition Cost (CAC)
Represents the total expense incurred in acquiring a new customer, essential for evaluating marketing efficiency
What good looks like for this metric: $50-150 for small businesses
Ideas to improve this metric- Leverage referral programs
- Utilize social media marketing
- Optimize sales funnel
- Focus on targeted advertising
- Improve lead conversion rates
3. Customer Retention Rate
Indicates the percentage of customers who stay with a business over a given period, reflecting customer satisfaction and loyalty
What good looks like for this metric: 50-80% for service-based businesses
Ideas to improve this metric- Enhance customer support
- Implement loyalty programs
- Request regular feedback
- Personalize customer communication
- Increase service quality
4. Net Profit Margin
Calculates the percentage of revenue that remains as profit after all expenses are deducted, showing the efficiency of the management
What good looks like for this metric: 10-20% for small to medium enterprises
Ideas to improve this metric- Reduce operational costs
- Increase sales volume
- Evaluate supplier contracts
- Optimize inventory management
- Automate standard processes
5. Employee Satisfaction
Assesses how content staff members are, which can influence productivity and company culture
What good looks like for this metric: 70-80% satisfaction rate
Ideas to improve this metric- Conduct regular surveys
- Improve work-life balance
- Provide professional development
- Offer competitive benefits
- Encourage a collaborative environment
Metrics for Measure leadership and team dynamics
1. Leadership Consistency Index
Measures the consistency and reliability of leadership decisions and actions across the organisation.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Increase transparency in decision-making
- Provide leadership training sessions
- Establish clear communication channels
- Set measurable leadership goals
- Conduct regular feedback sessions with teams
2. Time-To-Hire
Measures the average time taken to hire a new employee from the initial job posting to the acceptance of the offer.
What good looks like for this metric: 30-45 days
Ideas to improve this metric- Improve job description clarity
- Streamline your interview process
- Utilise automated candidate screening
- Enhance employer branding
- Build a talent pipeline
3. Quality Of Hire
Assess the performance and potential of new hires during their initial period at the company.
What good looks like for this metric: 80-90% retention of high performers
Ideas to improve this metric- Refine assessment criteria during interviews
- Introduce structured onboarding processes
- Align new hires with company culture
- Cultivate mentorship and peer programmes
- Regularly review new employee performance
4. Employee Engagement Score
Measures the overall engagement and motivation level of employees within the organisation.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Conduct surveys to gather feedback
- Implement recognition and reward systems
- Encourage work-life balance
- Provide career development opportunities
- Promote open communication within teams
5. Discipline Adherence Rate
Monitors the team's adherence to established processes and procedures.
What good looks like for this metric: 85-95%
Ideas to improve this metric- Clarify process expectations to team
- Introduce regular training sessions
- Incentivise compliance with procedures
- Regularly audit adherence to processes
- Ensure leadership models expected behaviours
Metrics for Improving Team Leadership
1. Employee Engagement Score
A measure of how emotionally committed employees are to their work and the organization's goals, usually gathered through surveys
What good looks like for this metric: 65-85%
Ideas to improve this metric- Foster open communication
- Provide regular feedback
- Recognise and reward achievements
- Offer professional development opportunities
- Encourage work-life balance
2. Team Retention Rate
The percentage of employees who stay with the team over a given period, indicating stability and satisfaction
What good looks like for this metric: 85-95%
Ideas to improve this metric- Improve onboarding processes
- Conduct stay interviews
- Enhance career advancement paths
- Improve workplace culture
- Provide competitive compensation packages
3. Team Efficiency Ratio
The ratio of output produced by the team relative to the inputs used, indicating productivity levels
What good looks like for this metric: 1.5-2.5
Ideas to improve this metric- Optimise project management processes
- Facilitate effective delegation
- Invest in team training
- Implement time management tools
- Reduce unnecessary meetings
4. Leadership Trust Index
The level of trust team members have in leadership, usually collected via anonymous surveys and assessments
What good looks like for this metric: 70-90%
Ideas to improve this metric- Lead by example
- Be transparent in decision-making
- Follow through on promises
- Encourage feedback and act on it
- Maintain consistent communication
5. Conflict Resolution Rate
The percentage of conflicts successfully resolved within the team over a specific time period
What good looks like for this metric: 80-95%
Ideas to improve this metric- Offer conflict resolution training
- Maintain open-door policies
- Set clear communication guidelines
- Encourage collaboration among team members
- Provide third-party mediation if necessary
Metrics for Employee Attendance Tracking
1. Attendance Rate
Proportion of scheduled work days an employee or group of employees attend
What good looks like for this metric: 95% attendance rate is typical
Ideas to improve this metric- Implement flexible working hours
- Provide attendance incentives
- Address workplace stress and burnout
- Offer remote work options
- Improve transportation facilities
2. Absenteeism Rate
Proportion of scheduled work days missed by an employee or group of employees
What good looks like for this metric: 5% absenteeism rate is typical
Ideas to improve this metric- Enhance employee engagement
- Monitor health and wellness
- Encourage regular feedback
- Provide career development opportunities
- Improve company culture
3. Punctuality Rate
Proportion of days an employee or group of employees arrive on time
What good looks like for this metric: 90% punctuality rate is typical
Ideas to improve this metric- Set clear arrival expectations
- Implement a reward system
- Provide time management training
- Communicate the importance of punctuality
- Address transportation challenges
4. Overtime Hours
Total number of hours worked beyond regular scheduled hours by employees
What good looks like for this metric: Balanced workload should minimize overtime
Ideas to improve this metric- Review work distribution
- Hire additional staff during busy periods
- Limit overtime to essential cases
- Implement job rotation strategies
- Improve task prioritisation
5. Leave Utilisation Rate
Percentage of leave days taken by employees relative to the total entitled leave
What good looks like for this metric: 80% leave utilisation is typical
Ideas to improve this metric- Encourage regular leave usage
- Monitor for signs of overwork
- Promote the importance of work-life balance
- Adjust leave policies if underutilised
- Ensure fair workload distribution
Metrics for Absenteeism Data Analysis
1. Absenteeism Rate
The percentage of workdays lost due to employee absences
What good looks like for this metric: 1.5% to 2.5%
Ideas to improve this metric- Use attendance tracking software
- Establish a clear attendance policy
- Provide flexible working hours
- Implement employee wellness programs
- Offer incentives for good attendance
2. Productivity Loss
The decrease in productivity due to absenteeism, calculated by comparing output with expected production
What good looks like for this metric: Typically 1% to 3% of total output
Ideas to improve this metric- Implement cross-training programs
- Hire temporary staff to cover absences
- Enhance workplace engagement initiatives
- Conduct regular productivity assessments
- Utilise productivity tracking tools
3. Employee Satisfaction Score
A measure of how satisfied employees are with their jobs, often linked to absenteeism rates
What good looks like for this metric: 70% to 80% satisfaction
Ideas to improve this metric- Conduct regular employee feedback surveys
- Address workplace grievances promptly
- Increase job recognition and rewards
- Develop career advancement opportunities
- Improve internal communication
4. Turnover Rate
The rate at which employees leave the organisation, which can be influenced by absenteeism
What good looks like for this metric: 10% to 15% annually
Ideas to improve this metric- Conduct exit interviews to understand reasons for leaving
- Enhance onboarding processes
- Provide competitive salaries and benefits
- Improve workplace culture
- Conduct regular performance appraisals
5. Return-to-Work Rate
The percentage of employees who return to work after being absent, indicating recovery and workplace integration
What good looks like for this metric: Above 90%
Ideas to improve this metric- Provide adequate medical leave support
- Ensure a supportive return-to-work process
- Maintain open communication during absences
- Offer flexible return schedules
- Create a welcoming work environment
Metrics for Team Leadership and Development
1. Employee Satisfaction Score
Measures the overall satisfaction and engagement level of employees via surveys and feedback forms
What good looks like for this metric: 70-80%
Ideas to improve this metric- Conduct regular team-building activities
- Provide opportunities for professional growth
- Ensure open and effective communication
- Recognize and reward achievements
- Provide constructive feedback and support
2. Team Turnover Rate
Calculates the rate of team members leaving over a certain period, compared to the average
What good looks like for this metric: 10-15% annually
Ideas to improve this metric- Enhance job satisfaction through recognition
- Improve working conditions and job security
- Offer competitive compensation packages
- Conduct exit interviews for insights
- Foster a positive workplace culture
3. Achievement of Team Goals
Tracks the number of team goals successfully met within a deadline
What good looks like for this metric: 80-90% of goals achieved
Ideas to improve this metric- Set clear and attainable objectives
- Ensure adequate resources are provided
- Monitor progress regularly and adjust plans
- Encourage collaborative problem-solving
- Celebrate successes to motivate the team
4. Average Time to Achieve Goals
Measures the average time taken to complete set team objectives
What good looks like for this metric: Within 5-10% over planned time
Ideas to improve this metric- Utilize project management tools
- Set realistic deadlines
- Identify and mitigate potential roadblocks
- Enhance team skills through training
- Facilitate effective delegation and support
5. Team Communication Effectiveness
Assesses the effectiveness of communication channels through feedback and performance reviews
What good looks like for this metric: High rating in feedback surveys
Ideas to improve this metric- Implement regular team meetings
- Utilize effective communication platforms
- Encourage open and honest feedback
- Develop active listening skills
- Provide clear and concise instructions
Metrics for Manager Behavioural Change Impact
1. Employee Engagement Score
Measures the level of engagement employees feel at work, often assessed via surveys
What good looks like for this metric: Typical benchmark values range from 60-80%
Ideas to improve this metric- Conduct regular team feedback sessions
- Implement open-door policy for discussions
- Encourage team collaboration in decision-making
- Recognise team contributions publicly
- Provide professional development opportunities
2. Team Collaboration Index
Assesses the frequency and quality of collaboration among team members
What good looks like for this metric: Benchmark values depend on industry; however, 70-85% is typical
Ideas to improve this metric- Foster team-building activities
- Utilise collaboration tools for projects
- Clarify team roles and responsibilities
- Incentivise collaborative successes
- Monitor and reward team achievements
3. Employee Satisfaction Score
Evaluates overall employee satisfaction with the management and working conditions
What good looks like for this metric: A typical satisfaction score ranges from 65-85%
Ideas to improve this metric- Conduct satisfaction surveys regularly
- Address individual concerns promptly
- Provide transparent company updates
- Enhance workplace facilities
- Offer flexible working arrangements
4. Turnover Rate
Measures the rate at which employees leave the organisation
What good looks like for this metric: Average turnover rates are between 10-20% annually
Ideas to improve this metric- Promote career advancement internally
- Enhance employee reward programmes
- Offer competitive salary and benefits
- Encourage work-life balance
- Conduct exit interviews for insights
5. 360-Degree Feedback Ratings
Aggregates reviews provided by peers, subordinates, and managers on an employee's performance
What good looks like for this metric: Ratings usually range from 3.5 to 4.5 out of 5
Ideas to improve this metric- Train managers in giving constructive feedback
- Implement regular 360-degree feedback sessions
- Address feedback results in performance reviews
- Encourage honest and open communication
- Use feedback to guide personal development plans
Metrics for Leadership Development
1. Employee Engagement Score
Measures employees' emotional commitment and involvement in the organisation, typically gathered through surveys.
What good looks like for this metric: 65-85%
Ideas to improve this metric- Foster open communication
- Encourage employee feedback
- Provide development opportunities
- Recognise and reward achievements
- Enhance workplace culture
2. Feedback Response Rate
Percentage of feedback requests that receive responses from team members.
What good looks like for this metric: 50-70%
Ideas to improve this metric- Simplify the feedback process
- Offer anonymous feedback options
- Respond promptly to feedback
- Create a culture of feedback
- Encourage constructive feedback
3. Team Collaboration Index
Evaluates the effectiveness and frequency of teamwork within the organisation.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Organise team-building activities
- Introduce collaborative tools
- Promote cross-departmental projects
- Recognise collaborative achievements
- Provide collaboration training
4. Communication Effectiveness
Assess how clearly and efficiently leaders convey information to their teams.
What good looks like for this metric: 60-75%
Ideas to improve this metric- Conduct regular communication workshops
- Solicit feedback on communication styles
- Use varied communication channels
- Simplify complex information
- Practise empathetic listening
5. Leadership Confidence Index
A self-assessed score that measures a leader's confidence level in their capabilities.
What good looks like for this metric: 7-9 out of 10
Ideas to improve this metric- Attend leadership development programmes
- Seek mentorship opportunities
- Engage in public speaking exercises
- Reflect on past successes
- Adopt a growth mindset
Metrics for Monitoring Safety Training and Audits
1. Number of Employees Trained
Total number of employees who have completed safety training within a specified period
What good looks like for this metric: 100% of employees intended to be trained
Ideas to improve this metric- Ensure training sessions are scheduled at convenient times
- Increase awareness of the importance of safety training
- Incorporate online training for flexibility
- Track attendance and follow-up for no-shows
- Offer incentives for completion
2. Training Completion Rate
Percentage of employees who have completed the required safety training out of those assigned
What good looks like for this metric: Above 90% completion rate
Ideas to improve this metric- Set clear deadlines for completion
- Send reminders to employees who have not started or completed
- Provide progress tracking dashboards for employees
- Offer manager support to encourage training
- Evaluate and adapt the training content for engagement
3. Number of Safety Audits Completed
Count of safety audits performed against the planned audits in a specific timeframe
What good looks like for this metric: 100% completion of planned audits
Ideas to improve this metric- Create a detailed audit plan at the start of the year
- Assign dedicated teams or personnel to conduct audits
- Utilise audit software for tracking progress
- Conduct mid-year reviews to adjust plans if necessary
- Schedule regular audit frequency to prevent backlog
4. Completion vs Plan of Audits
The ratio of completed audits to the number planned within a set duration
What good looks like for this metric: Above 90% completion of planned audits
Ideas to improve this metric- Prioritise high-risk areas for audits
- Use a checklist to ensure comprehensive coverage
- Identify and remove bottlenecks in the audit process
- Allocate resources specifically for audit completion
- Review past audit completion gaps and make adjustments
5. Corrective Actions Raised and Closed
Number of corrective actions identified during audits and successfully closed
What good looks like for this metric: High percentage (>80%) of corrective actions closed promptly
Ideas to improve this metric- Set deadlines for corrective action implementation
- Assign accountability for closing actions
- Use tracking systems to follow up on actions
- Provide support and resources for implementing corrective measures
- Regularly review and update the corrective action process
Metrics for Change management effectiveness
1. Employee Adoption Rate
The percentage of employees using new systems, processes, or behaviours after a change is implemented
What good looks like for this metric: 75-90%
Ideas to improve this metric- Provide comprehensive training programmes
- Communicate the benefits of the change clearly
- Offer continuous support and resources
- Engage employees in the change process
- Collect and act on employee feedback
2. Resistance Rate
The percentage of employees actively resisting the change
What good looks like for this metric: 10-25%
Ideas to improve this metric- Identify and address reasons for resistance
- Involve key stakeholders early in the process
- Enhance transparent communication
- Offer incentives for adopting changes
- Build a change champion network
3. Implementation Time
The amount of time taken to fully implement the change compared to the planned schedule
What good looks like for this metric: +/- 10% of planned time
Ideas to improve this metric- Set realistic timelines with buffer
- Allocate adequate resources
- Streamline decision-making processes
- Monitor progress and adjust plans as needed
- Ensure clear accountability and roles
4. Employee Engagement Score
The level of employee engagement as measured through surveys or feedback mechanisms before and after the change
What good looks like for this metric: Above 70
Ideas to improve this metric- Foster a supportive work environment
- Recognise and reward employee contributions
- Maintain open lines of communication
- Provide opportunities for professional growth
- Regularly solicit and act on employee feedback
5. Change Impact on Performance Metrics
The effect of the change on key business performance indicators such as productivity, quality, or customer satisfaction
What good looks like for this metric: Positive impact within 6 months
Ideas to improve this metric- Align change initiatives with business goals
- Measure and analyse performance data regularly
- Adjust strategies based on performance insights
- Provide targeted training to improve performance
- Engage leadership in driving performance improvements
Metrics for Success of recruitment campaigns
1. Cost per hire
Total recruiting costs divided by the number of hires within a specified time frame
What good looks like for this metric: USD 4,000 - USD 6,000
Ideas to improve this metric- Optimize job advertisement placements
- Leverage employee referrals
- Automate parts of the recruitment process
- Negotiate better rates with recruitment agencies
- Enhance employer branding
2. Time to fill
Average number of days it takes to fill a position from the moment the job is posted until an offer is accepted
What good looks like for this metric: 30 - 45 days
Ideas to improve this metric- Streamline the interview process
- Implement applicant tracking systems
- Pre-screen candidates effectively
- Improve job descriptions
- Build a talent pipeline
3. Quality of hire
Performance of new hires compared to existing employees, often measured after the first year
What good looks like for this metric: Similar or higher performance compared to existing employees
Ideas to improve this metric- Enhance candidate assessment methods
- Use behavioural interviewing techniques
- Improve onboarding processes
- Encourage ongoing employee development
- Gather and act on feedback from new hires
4. Retention rate
Percentage of new hires that remain with the company for a specified period, usually one year
What good looks like for this metric: 75%-80%
Ideas to improve this metric- Improve company culture
- Provide career development opportunities
- Offer competitive salaries and benefits
- Enhance employee engagement
- Conduct stay interviews
5. Offer acceptance rate
Percentage of job offers extended that are accepted by candidates
What good looks like for this metric: 90% or higher
Ideas to improve this metric- Ensure competitive compensation packages
- Communicate clear career growth opportunities
- Build a strong employer brand
- Maintain a consistent and engaging recruitment process
- Gather feedback from candidates who decline offers
Metrics for Employment engagement
1. Employee turnover rate
The percentage of employees who leave the company within a certain period. It's calculated by dividing the number of employees who left by the average number of employees, multiplied by 100.
What good looks like for this metric: 10-15% annually
Ideas to improve this metric- Improve onboarding processes
- Foster a positive company culture
- Offer competitive salaries and benefits
- Provide career development opportunities
- Conduct exit interviews to understand reasons for leaving
2. Employee net promoter score (eNPS)
Measures the likelihood of employees to recommend the company as a good place to work. It's calculated by asking employees to rate their likelihood on a scale from 0-10 and categorizing them as promoters, passives, or detractors.
What good looks like for this metric: 20-50
Ideas to improve this metric- Regularly collect and act on employee feedback
- Enhance internal communication
- Recognize and reward achievements
- Ensure workload balance
- Promote work-life balance
3. Employee satisfaction survey scores
Quantifies employees' overall satisfaction with the company. It's calculated through surveys asking employees to rate their satisfaction on various aspects, averaged into an overall score.
What good looks like for this metric: 70-80%
Ideas to improve this metric- Enhance job role clarity
- Provide consistent feedback
- Create a trustful environment
- Increase engagement in decision-making processes
- Offer flexible working hours
4. Absenteeism rate
The percentage of workdays lost to unplanned absences. It's calculated by dividing the total number of unplanned absence days by the total number of available working days, multiplied by 100.
What good looks like for this metric: 1.5-3%
Ideas to improve this metric- Promote a healthy work environment
- Implement wellness programmes
- Offer flexible leave policies
- Address work-related stress
- Provide mental health support
5. Training participation rate
The percentage of employees participating in professional development programmes. It's calculated by dividing the number of employees who participate in training by the total number of employees, multiplied by 100.
What good looks like for this metric: 60-80%
Ideas to improve this metric- Encourage continuous learning
- Provide online training options
- Make training relevant and beneficial
- Reward participation and completion
- Communicate the value of training programmes
Metrics for Employee Increment Program
1. Job Performance Rating
An evaluation of the employee's job performance based on specific role-related goals and objectives
What good looks like for this metric: Typically ranges from 1 to 5, with 3 being average
Ideas to improve this metric- Provide clear and concise performance goals
- Offer regular feedback and coaching
- Implement peer review systems
- Conduct regular performance appraisals
- Utilise performance management software
2. Skill Development
Measures progress in acquiring job-related skills through training and development efforts
What good looks like for this metric: 75% of employees show improvement annually
Ideas to improve this metric- Encourage enrolment in training programmes
- Promote cross-departmental projects
- Offer mentorship opportunities
- Align skill development with career goals
- Regularly update learning materials
3. Peer Feedback Scores
Scores from colleagues reflecting teamwork, collaboration, and interpersonal skills
What good looks like for this metric: Average scores range from 3 to 4 out of 5
Ideas to improve this metric- Foster an open feedback culture
- Conduct team-building activities
- Facilitate workshops on communication skills
- Implement a 360-degree feedback system
- Regularly seek verbal feedback in meetings
4. Achievement of Increment Criteria
Assessment of whether employees meet predefined criteria for increments related to performance, learning, or company values
What good looks like for this metric: 60% of employees qualify for increment criteria annually
Ideas to improve this metric- Clearly define the criteria in documentation
- Communicate criteria regularly during reviews
- Provide examples of how criteria can be met
- Offer support for employees lagging behind
- Regularly review and update criteria
5. Employee Satisfaction with Feedback
Level of employee satisfaction with the feedback received about performance evaluations and increments
What good looks like for this metric: Benchmark satisfaction score of 4 out of 5
Ideas to improve this metric- Implement anonymous feedback surveys
- Offer constructive and balanced feedback
- Train managers in delivering feedback
- Hold feedback sessions to gather input
- Create an action plan based on feedback
Metrics for Routine Staff Training
1. Training Completion Rate
The percentage of staff who successfully complete the required training sessions within a given period.
What good looks like for this metric: 90% completion rate
Ideas to improve this metric- Offer flexible training schedules
- Use engaging training materials
- Provide incentives for completion
- Ensure management support
- Track progress regularly
2. Training Knowledge Retention Rate
The percentage of information retained by staff over a period after completing training, typically measured through follow-up assessments.
What good looks like for this metric: 70% retention after 3 months
Ideas to improve this metric- Incorporate interactive techniques
- Provide summary materials
- Use regular follow-up assessments
- Apply knowledge in real-world tasks
- Encourage peer discussions
3. Procedure Compliance Rate
The percentage of staff correctly following standard operating procedures post-training.
What good looks like for this metric: 85% compliance rate
Ideas to improve this metric- Reinforce training regularly
- Conduct audits and provide feedback
- Simplify procedures
- Establish accountability measures
- Offer additional coaching for underperformers
4. Employee Feedback Score
The average satisfaction score obtained from employees regarding the training program.
What good looks like for this metric: 4 out of 5 rating
Ideas to improve this metric- Collect regular feedback
- Act on suggestions for improvement
- Ensure content relevance
- Maintain interactive sessions
- Provide opportunity for questions
5. Training Cost Per Employee
The total costs involved in training divided by the number of employees trained.
What good looks like for this metric: $200 per employee
Ideas to improve this metric- Utilise cost-effective online platforms
- Schedule group training sessions
- Leverage internal trainers
- Streamline resource usage
- Negotiate with vendors for better pricing
Tracking your Hr Manager metrics
Having a plan is one thing, sticking to it is another.
Having a good strategy is only half the effort. You'll increase significantly your chances of success if you commit to a weekly check-in process.
A tool like Tability can also help you by combining AI and goal-setting to keep you on track.
Tability's check-ins will save you hours and increase transparencyMore metrics recently published
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Planning resources
OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:
- To learn: What are OKRs? The complete 2024 guide
- Blog posts: ODT Blog
- Success metrics: KPIs examples