Post by rabia994
No effort would be worth it if we could not know what its results are and therefore continue doing it or take actions to change it. That is why it is so important to always be very clear about our key performance indicators. When talking about money, whether investments or sales, it is easier to base performance indicators on numbers: the financial goal was reached or not, the budget was exceeded or maintained, etc. This need also applies to human resources management, only in this case we must consider aspects that are not always tangible and sometimes ideas run out. The scenarios change and we do not know what type of KPI we should apply with our staff, so we present what HR indicators are, how they should be established and examples of useful metrics for companies. What are key human resources indicators? The term KPI (Key Performance Indicator) , also called “quality indicators” or “key business indicators”, refers to the metrics used to determine the performance of an activity, project, strategy or process. , based on the objectives you wish to achieve. By knowing this performance, it is possible to determine which actions have been effective and which have not, and based on this, make more accurate decisions: "If something works we have to replicate it, but if not, we must modify it." Ideally, KPIs should help weed out ideas that don't work and define a permanent course of action.
Characteristics of an HR KPI For an indicator to be effective, it must be correctly focused and configured. To do this, it is advisable to use the SMART methodology , an acronym to refer to the objectives: Specific . Determine specific indicators that refer to a specific objective. Measurable . Make sure they are measurable in some way. Attainable . Consider that they are achievable and rea America Cell Phone Number List listic. Relevant . Choose those whose results are relevant to your organization. Timebound . Establish a time period to consider for making cuts that can be analyzed. Why it is important to measure performance indicators Knowing the performance of workers is essential for the success of organizations, which is why measuring key performance indicators is quite useful for: Identify the competencies that should be considered in a recruitment and selection process . Determine who can be promoted , transferred or even fired. Create recognition programs for outstanding employees . Improve engagement . Guide development plans. Generate trust among workers. Promote business growth . Facilitate the constant evolution of the company. Key metrics to consider in human resources In the area of human resources, various processes are carried out simultaneously, through which performance can be measured from different perspectives, which sometimes makes it difficult to determine how to record the results.
Below we list the most important metrics to consider by those in charge of managing human resources: Turnover rate Keeping this KPI under control speaks to the compliance, motivation and commitment that employees feel and can even indicate weaknesses in the recruitment process or area leadership. Talent retention rate It allows us to know the employee's average willingness to stay in a company, as well as its stability and is directly related to factors such as remuneration and compensation or the work environment. Taking this indicator into account is important, because talent drain implies time and costs to recruit a new person and train them. Duration in position Sometimes, voluntary turnover is related to the time that employees spend in the same job position, since if these are too long, employees tend to look for new opportunities in other companies. This KPI is essential to anticipate resignations. Average time to achieve goals With this indicator you can measure the effectiveness of collaborators from the moment they begin their activities in the company. The ideal scenario is that as the employee gains experience, the time to meet the goals progressively decreases thanks to the training that the company provides. However, it is important to clarify that it is very possible that at some point this indicator will be fixed, since that the time in which a task is performed cannot be reduced infinitely.
Characteristics of an HR KPI For an indicator to be effective, it must be correctly focused and configured. To do this, it is advisable to use the SMART methodology , an acronym to refer to the objectives: Specific . Determine specific indicators that refer to a specific objective. Measurable . Make sure they are measurable in some way. Attainable . Consider that they are achievable and rea America Cell Phone Number List listic. Relevant . Choose those whose results are relevant to your organization. Timebound . Establish a time period to consider for making cuts that can be analyzed. Why it is important to measure performance indicators Knowing the performance of workers is essential for the success of organizations, which is why measuring key performance indicators is quite useful for: Identify the competencies that should be considered in a recruitment and selection process . Determine who can be promoted , transferred or even fired. Create recognition programs for outstanding employees . Improve engagement . Guide development plans. Generate trust among workers. Promote business growth . Facilitate the constant evolution of the company. Key metrics to consider in human resources In the area of human resources, various processes are carried out simultaneously, through which performance can be measured from different perspectives, which sometimes makes it difficult to determine how to record the results.
Below we list the most important metrics to consider by those in charge of managing human resources: Turnover rate Keeping this KPI under control speaks to the compliance, motivation and commitment that employees feel and can even indicate weaknesses in the recruitment process or area leadership. Talent retention rate It allows us to know the employee's average willingness to stay in a company, as well as its stability and is directly related to factors such as remuneration and compensation or the work environment. Taking this indicator into account is important, because talent drain implies time and costs to recruit a new person and train them. Duration in position Sometimes, voluntary turnover is related to the time that employees spend in the same job position, since if these are too long, employees tend to look for new opportunities in other companies. This KPI is essential to anticipate resignations. Average time to achieve goals With this indicator you can measure the effectiveness of collaborators from the moment they begin their activities in the company. The ideal scenario is that as the employee gains experience, the time to meet the goals progressively decreases thanks to the training that the company provides. However, it is important to clarify that it is very possible that at some point this indicator will be fixed, since that the time in which a task is performed cannot be reduced infinitely.