Human Resources Metrics

The most important HR and people operations metrics and KPIs. Learn about which ones are best for you, vote, and contribute your own.

Cost Per Hire

Cost Per Hire is a fundamental recruiting metric, that helps Human Resource professionals budget, calculate a return on their effort, and understand how effective their employee brand is when recruiting talent. Cost Per Hire is defined as the internal and external costs required to hire a new employee.

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Employee Growth by Function

Employee Growth by Function measures how each organizational function is forecasted over a 1-5 year period. This hiring plan is typically factored into the financial model.

Employee Turnover Rate

Employee Turnover Rate is the percentage of employees who voluntarily or involuntarily leave an organization (typically calculated annually). You should consider voluntary and involuntary categories separately, in addition to looking at overall Employee Turnover Rate.

Expenses per Employee

Expenses per Employee is a measure of the Operating Expenses for the last twelve months (LTM) divided by the current number of Full-Time Equivalent employees. Just like Revenue per Employee, this ratio is often used to compare companies within the same industry.

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Full-Time Employees

Full-Time Employees generally work more than 4 days or 30 hours a week and are permanently employed, as opposed to being temporary or seasonal. In many countries, a Full-Time Employee is also entitled to health-care benefits and vacation pay among other legal employment standards.

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Full-Time Equivalents

Full-Time Equivalents (FTE) is a calculated metric that adds all of the true full-time employees to the fractional values for all part-time employees, contractors, students and interns.

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Payroll to Revenue Ratio

Payroll to Revenue Ratio, frequently referred to as Salary to Revenue Ratio, is a productivity metric that measures how effective a business is at utilizing its labour costs to produce revenue. As with any ratio, it's always important to understand both the numerator and the denominator and how changes to either will impact the number.

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People from Underrepresented Minority Groups in the Team

People from Underrepresented Minority Groups in the Team measures the percentage of team members whose proportion in the team, company, industry, or other subset, is less than their proportion in the general population.

Profit per Employee

Profit per Employee is a measure of Net Income for the past twelve months (LTM) divided by the current number of Full-Time Equivalent employees. Because labour needs differ across sectors, this ratio is often used to compare companies within the same industry.

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Revenue per Employee

Revenue per Employee is a measure of the total Revenue for the last twelve months (LTM) divided by the current number of Full-Time Equivalent employees. Also known as Revenue to Employee Ratio, this ratio is among the most universally applicable and is often used to compare companies within the same industry.

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Time to Fill

Time to Fill is the amount of time it takes a Human Resources Team to fill an open position. It can indicate where HR teams can make process improvements. It can also demonstrate changes in the hiring market.

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Time to Hire

Time to Hire is the amount of time it takes a Human Resources team to hire a selected candidate. It measures the speed and efficiency of your HR team and can be an indicator of competition in the hiring market.

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