Manitoba Post Articles

Human Resources
Graeme Burke

Metric tracking is valuable in all areas of business, helping to identify opportunities, weaknesses and create overall strategy that will impact an organization’s bottom line. Key performance indicators in Human Resources are essential to evaluating the effectiveness of activities and determining where improvements can be made.

Effective recruitment practices can lead to significant cost savings for an organization. It is important for a company to track the cost of vacancies as well as monitor time-to-fill ratios. This can help an internal recruiter to prioritize their searches in terms of cost. Some positions can be covered by team members while there is a vacancy, but even then, there may be overtime costs associated with this coverage. Tracking turnover is also essential, and not just overall turnover but turnover rates for each position and for each manager’s department. For positions that experience a high turnover, it is a great idea to continuously keep a pipeline of suitable applicants to help reduce fill times when the vacancies open.

Turnover is also an important metric to consider when evaluating employee retention. These numbers can identify serious concerns in an organization. High levels of turnover can be an indicator that there are issues with employee engagement, company culture, or even sometimes an indicator that there is an issue with management. Turnover indicates the issue, and activities such as employee engagement surveys and exit interviews can identify problems that lead to creating a plan of attack. Tracking retention rates per manager can also be an indicator of management concerns. In many cases turnover is directly related to the job, but sometimes a change in management or some direct management coaching can help to reduce turnover in a department.

Metric tracking can also help to improve the onboarding process. One newer metric that companies are using is called Training Efficiency, and it is determined by dividing the training expenses per employee by the training effectiveness (time taken to be brought up to full speed). This is a great metric that shows which methods of training are most effective. There is always a variable of how coachable that new hire is, but if this level of coachability remains constant, you can dig down into specific activities that were proved to be effective. Many offices have found onboarding to be much more efficient in an open office concept environment, as this helps to improve communication with the team members.

Analytical HR professionals are changing the game. They can clearly prove their department’s value to an organization with a factual look at activities. Looking at HR activities through data analytics helps to reaffirm strategy and show the benefits of HR, especially in larger organizations.

Graeme Burke is Recruitment Consultant at The Headhunters. You can contact him at gburke@theheadhunters.ca


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