Determining whether your organization is prepared for a change can be a challenge. Readiness is an HR metric that can give a starting point for organizations who ready to embark in a new direction.
Some metrics are easier to calculate than others. Unfortunately, this one won’t be just tallying up some headcounts. Salary range
Time-to-productivity is a good HR metric for understanding how your new hires are performing in the workplace. It can be an indicator of how effective key programs such as retainment really are.
Both data mining and data farming can be beneficial tools, but with caution. Both can raise serious data privacy and ethical concerns.
Data aggregation is an essential tool for any HR analyst looking to create metrics and analytics to find the story in their workforce data. Data aggregation helps with visualization which tells the big story.
Inclusion is the key to diversity. But, overlooking intersectionality can be the padlock that holds back D&I solutions from being effective and meaningful. Companies need to pay attention to intersectionality.
HR metrics can be the solution you need for your HR problems. The Time to fill HR Metric can help managers how to figure out the performance of your talent acquisition team by measuring performance.