HR analytics only work if you’re measuring the right information. Let Employee Cycle introduce 5 key areas where you should be tracking HR metrics to increase overall performance.
Training and development programs are essential to a high-performing workforce. HR metrics are necessary to ensure those efforts are effective and efficient for the organization and employees.
Did you know there’s a difference between building a talent pool and building a talent pipeline? The terms tend to
The cost of turnover can rise exponentially depending on the role and how critical it is to business functions. Understanding the numbers can help mitigate costs and damage to the organization.
Recruitment metrics are key for keeping up with your practices. They will help to ensure your processes are effective, find ways to improve, and hire the best talent for the right roles.
Understanding the employee lifecycle is key to the success of HR and its being a strategic business partner. There are different kinds of HR metrics for every phase to assist in that process.
HR metrics are key for managing your workforce effectively, especially for your organization’s leaders. People don’t leave companies, they leave managers.
Labor costs are a big contributor to an organization’s P&L. The cost of training can add up and it’s important to have an understanding what is involved and costs can be controlled.
Understanding workforce data with descriptive, predictive, and prescriptive HR analytics is important for HR to become a strategic business partner by providing key insights that improve business strategy.