{"id":850,"date":"2025-03-26T07:53:13","date_gmt":"2025-03-26T07:53:13","guid":{"rendered":"https:\/\/sense.hr\/blog\/?p=850"},"modified":"2025-03-26T07:53:14","modified_gmt":"2025-03-26T07:53:14","slug":"hr-metrics-key-data-points-every-business-should-track","status":"publish","type":"post","link":"https:\/\/senseworkplace.com\/blog\/hr-metrics-key-data-points-every-business-should-track\/","title":{"rendered":"HR Metrics: Key Data Points Every Business Should Track"},"content":{"rendered":"\n

HR metrics represent the key data points which modern organisations are now tracking to assess the effectiveness of HR strategies and interventions as well as the impact of environmental pressures in this increasingly volatile and unpredictable world. Such metrics might include: employee turnover, staff satisfaction, time-to-hire etc.<\/p>\n\n\n\n

Well-chosen HR metrics can also help design more effective HR processes and constantly optimise processes. At its most basic level, trying to run an HR department without metrics is like trying to drive a car without a speedometer, mileometer, fuel gauge, MPG, temperature gauge etc\u2026, relying on educated guesswork. These days HR teams should really be using data to inform decision-making at every level of the business.<\/p>\n\n\n\n

However, trying to track and measure key data points across a complicated business may seem like an arduous task but this has been made relatively straightforward with the emergence of HR systems powered by high levels of automation and AI integration.<\/p>\n\n\n\n

But, what key data points should business\u2019s track?<\/p>\n\n\n\n

Key HR Metrics of HR Data Points will vary according to your organisation<\/p>\n\n\n\n

The exact composition of your HR metric portfolio will vary according to the type of organisation you are, your competition and the nature and volatility of the business environment you live in.<\/p>\n\n\n\n

Organisations that operate in industries with high turnover for example, (hospitality or call centres) would clearly want to track employee turnover but would want to correlate this with meta-data points that might influence turnover, such as salary level, employee engagement, or even something obscure like commuting distance. In fact, it has actually been shown by research that a bad commute can increase employee turnover significantly<\/a> by increasing stress and reducing job attachment and embeddedness. You may be surprised by the informative correlations that you may find when you start co-relating overarching HR metrics with more intricate data points.<\/p>\n\n\n\n

HR Metrics: Key Data Points Every Business Should Track<\/h2>\n\n\n\n

So, the starting point of any good HR metric programme should be to build a set of overarching data points which should ideally be linked to business strategy. Since most of you are in the business of increasing profitability the core HR metrics that underpin this are fairly standard and relate to data points that underpin and drive business performance. These include:<\/p>\n\n\n\n