KPI Examples

Performance management starts with figuring out what to measure.

Example KPIs for Human Resources (HR) Departments

  • Actual versus budgeted cost of hire
  • Annualized voluntary employee turnover rate
  • Annualized voluntary turnover rate
  • Average headcount of employees each human resources (HR) employee working is caring for
  • Average interviewing costs
  • Average length of placement in months for the manager
  • Average length of service of all current employees
  • Average length of service of all employees who have separated
  • Average months placement
  • Average number of training hours per employee
  • Average number of vacation days per employee
  • Average performance scores of departing employees
  • Average retirement age
  • Average salary
  • Average salary for all employees reporting to the selected manager
  • Average sourcing cost per hire
  • Average time employees are in same job/ function
  • Average time to competence
  • Average time to update employee records
  • Average training costs per employee
  • Compensation cost as a percentage of revenue
  • Contingent workers
  • Employee satisfaction with training
  • End placements
  • Female to male ratio
  • Full-time employees (FTEs) per human resources (HR) department FTE
  • Headcount of contingent workers for the manager
  • HR average years of service (incumbents)
  • HR average years of service (terminations)
  • HR department cost per FTE
  • HR headcount - Actual
  • HR headcount - Available
  • HR to employee staff ratio
  • Job vacancies as a percentage of all positions
  • New hire quality
  • Time to fill
  • Hiring manager satisfaction
  • Cost per hire
  • Staffing efficiency
  • Internal, external, and total headcount recruiting costs and ratios
  • Number of end placements made in the reporting period for the manager
  • Part-time employees as a percentage of total employees
  • Percentage of employees receiving regular performance reviews
  • Percentage of employees that are near or at max for their vacation balances
  • Percentage of HR budget spent on training
  • Percentage of new hire retention
  • Ratio of internal versus external training
  • Ratio of standard level wage to local minimum wage
  • Return on investment (ROI) of training
  • Total overtime hours as a percentage of all work hours
  • Training penetration rate (percentage of employees completing a course compared to all FTEs)
  • Workforce stability

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