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Updated by Manoj Kumar on Jan 28, 2018
Manoj Kumar Manoj Kumar
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HR Metric Definition Standards

All possible metrics covering end-to-end employee lifecycle. This may cover operational, tactical and strategic measurements as well. Read more at

21 Employee Performance Metrics - Analytics in HR

Employee performance metrics indiate how well employees perform. This post lists 21 important metrics (e.g. Number of errors, NPS, Revenue per employee).

11 Key HR metrics - Analytics in HR

This post provides a list of 11 key HR metrics for HR analytics (e.g. voluntary turnover, training efficiency & absence rate) and their application in HR.

14 HR Metrics Examples - Analytics in HR

This post provides a list of 14 HR Metrics examples for HR analytics (e.g. revenu per employee, cost & time per hire, turnover) and their application in HR.

Employee lifetime value concepts, metrics and application

100 Questions You Can Answer With HR Analytics

HR analytics creates competitive advantage by generating actionable business intelligence on the “people side” of your business.
Not sure where to begin? Here are a few ideas to get you started...

Top 25 Questions to Boost Your Workforce Analytics

The top 25 most important HC questions to discern the key workforce metrics required to gain the insights necessary to make strategic workforce decisions.


The 2015 PLSA discussion paper ‘Where is the workforce in corporate reporting?’ outlined the importance of a company’s workers, and how they are recruited, retained, developed and inspired, to its ongoing success. Therefore, information about the workforces they are invested
in is critical to PLSA members as investors. However, most annual reports currently fail to fully relate the
role played by a company’s workers in achieving past or future performance. In order to address this, we have produced a toolkit for our members, outlining the type of workforce-related information they should look for from investee companies, and how to access it.

Using HR metrics for maximum impact - by CIPD

Who is this tool for?
• HR and learning and development professionals who want to ensure that measurement of HR is aligned with organisational priorities
• managers who want to use metrics and measures to maximise return on the skills and abilities of their people
• HR consultants working with client organisations to develop measures of HR effectiveness and impact.