Top 75 KPIs for Human Resources department

The prime role of the Human Resources function is to support the achievement of
organizational goals by ensuring that relevant and innovative people policies, practices and
systems are in place so that the organization can attract, retain and develop outstanding staff.
Below is a list of 75 KPIs a Human Resources department could use in order to track its
performance regarding this role.

These metrics are split into 14 categories: recruitment, training, health & safety, performance, employee
loyalty, working time, HR efficiency, compensation, labor relations, regulation compliance, employee
satisfaction, HR budget, job leaving, workforce information.

1.Recruitment metrics

Recruitment cost per employee

Average time to recruit (per position)
Number of CVs per channel
Number of interviews per submitted CV
% new hires achieving 24 months service
% new hires achieving satisfactory appraisal after first assessment

2.Training KPIs

Training expenditures/total salaries and wages

% HR budget spent on training
% employees gone through training
Number of training hours per employee
Employee satisfaction index with training
e-learning course utilized
% e-learning pass rate

3.Health and safety metrics

Number of accidents per year

Percentage of employees with adequate occupational health & safety training
Health & safety prevention costs per month
Lost time (in hours) due to accidents per year
Percentage of issues raised by health & safety representatives

4.Performance KPIs

NB: Competence focuses on capability that includes knowledge, abilities, skills to perform tasks; while
Performance focuses on result of tasks.

% of appraisals completed on time

% of employees above competence (and those below)
% of low performing employees (and for high performing)
% of employee with their performance decreased compared to last month (and increased)

5.Employee loyalty metrics

Employee turnover (total staff as recruited/total staff as planned)

Rate of life cycles of employees (total time served in the company of all staff/total staff recruited)

6.Working time indicators

% of total hours lost to absenteeism

Average overtime hours per person
% of man days lost due to strike
Total time lost by work late
Lost time due to non-fatal accidents or accidents per year

7.HR efficiency metrics

Sales turnover per employee (or Full Time Equivalent: FTE)

Profits per employee
Administration cost per employee
Labor cost as % of sales

8.Compensation KPIs

Salary rate / sales turnover

Cost rate of workers compensation
Cost rate of social insurance
Cost rate of medical insurance
Cost rate of benefits
Average income per employee by month
Average income per employee by hour
Average income per employee by position

9.Labor relation metrics

Number of emails issued

Number of staff briefing sessions conducted
Number of teams meetings
Number of unfair dismissal claims
Number of active flexible work agreements

10.Regulation compliance KPIs

Number of violation per year (by sector). Metric to split: small, medium, strong violation.
Costing lost by violation
Time lost by violation
Violation rate by department

11.Employee satisfaction metrics

% average satisfaction (to be split by department, by position, by tenure, etc)

% average satisfaction by field (compensations and benefits, training, recognition, opportunities for
development, leadership, work environment, personal relations, etc)

12.HR budget metrics

Average cost of recruitment per year

Average cost of recruitment per staff
Average cost of training per year
% training cost / sales turnover
Training cost per employee
Salary budget ratio / sales turnover
Health safety cost per year
Human resources cost per sales turnover
Compensation and benefit cost / sales turnover per year

13.Job leaving KPIs

Job leaving ratio per year

Job leaving ratio per department
Average age of employees that retire
Percentage of early retirements
Attitude of employee who leave job (satisfaction ratio with the following: salaries,
benefits, work environment, opportunities for development, personal recognition,
job, personal relations, etc)

14.Workforce metrics

Number of FTEs in HR
HR FTEs as % of total workforce (FTEs)
Percentage of outstanding employee probation reports.
Number of Full Time Employees

Number of Part Time Employees

Number of employees per age category (with pyramid)
Average length of service (current employees)
Average length of service (terminating employees)
% ratio of salaried staff to waged staff
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Human Resources KPIs

Actual versus budgeted cost of hire
Annualized voluntary employee turnover rate
Annualized voluntary turnover rate
Average headcount of employees each human resources (HR) employee working is caring for
Average interviewing costs
Average length of placement in months for the manager
Average length of service of all current employees
Average length of service of all employees who have separated
Average months placement
Average number of training hours per employee
Average number of vacation days per employee
Average performance scores of departing employees
Average retirement age
Average salary
Average salary for all employees reporting to the selected manager
Average sourcing cost per hire

Average time employees are in same job/ function

Average time to competence
Average time to update employee records
Average training costs per employee
Compensation cost as a percentage of revenue
Contingent workers
Employee satisfaction with training
End placements
Female to male ratio
Full-time employees (FTEs) per human resources (HR) department FTE
Headcount of contingent workers for the manager
HR average years of service (incumbents)
HR average years of service (terminations)
HR department cost per FTE
HR headcount: Actual
HR headcount: Available
HR to employee staff ratio
Job vacancies as a percentage of all positions
New hire quality
Time to fill
Hiring manager satisfaction

Cost per hire

Staffing efficiency
Internal, external, and total headcount recruiting costs and ratios
Number of end placements made in the reporting period for the manager
Part-time employees as a percentage of total employees
Percentage of employees receiving regular performance reviews
Percentage of employees that are near or at max for their vacation balances
Percentage of HR budget spent on training
Percentage of new hire retention
Ratio of internal versus external training
Ratio of standard level wage to local minimum wage
Return on investment (ROI) of training
Total overtime hours as a percentage of all work hours
Training penetration rate (percentage of employees completing a course compared to all FTEs)
Workforce stability