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Key HR Metrics for HRBP Analysis

This document discusses key HR metrics for an HR business partner, including turnover rate, new hire turnover rate, cost of turnover, rate of absenteeism, cost per hire, source for hire, time to fill, time to hire, and yield ratio. Formulas are provided for calculating turnover rate, new employee turnover rate, rate of absenteeism, and time to hire. Considerations for calculating cost of turnover and time to fill are also outlined.

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PRAGYA SINGH BAGHEL STUDENTS JAIPURIA INDORE
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130 views13 pages

Key HR Metrics for HRBP Analysis

This document discusses key HR metrics for an HR business partner, including turnover rate, new hire turnover rate, cost of turnover, rate of absenteeism, cost per hire, source for hire, time to fill, time to hire, and yield ratio. Formulas are provided for calculating turnover rate, new employee turnover rate, rate of absenteeism, and time to hire. Considerations for calculating cost of turnover and time to fill are also outlined.

Uploaded by

PRAGYA SINGH BAGHEL STUDENTS JAIPURIA INDORE
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Selected HR

Metrics for HRBP


Manisha Shukla
Metrics
• Turnover rate
• New Hire Turnover Rate
• Cost of turnover
• Rate of absenteeism
• Cost per hire
• Source for hire
• Time to fill
• Time to hire
• Yield ratio
Turnover rate
• Number of employees who left in the said duration/
Average number of employees in that duration *100
New Employee Turnover
Turnover cost
• Time spent on filling the vacant position;
• Hours/weeks in lost productivity before the employee leaves
• Time that coworkers and the manager/supervisor combined will need to make up for the vacant
employee (overtime, added shifts, etc.);
• Number of hours in lost productivity resulting from orientation and training of a new employee;
and
• Time spent on admin and hiring tasks (advertising, resume screening, interviewing, onboarding).
• We can directly translate between time and money (time = $) to provide specific costs by
multiplying hours by hourly wage for different types of employees, tasks, and responsibilities.
The numbers that you provide can either be averages for your organization, department, or
team, or they can be specific to a single turnover event. The calculation will total all the time and
costs spent with every employee turnover so you can determine what the final cost is for
Rate of absenteeism
• Absenteeism Rate = (Average # of Employees X Missed
Workdays) / (Average # of Employees X Total Workdays)
• Average number of employees: You can find the average
by adding together the number of employees you had at
the beginning and end of the period and divide the sum by
two.
Time to fill
• The definition of time to fill is the number of days between the
publication of a job and getting an offer accepted.
• A critical metric to inform more accurate planning.
• An indicator that your job advertising isn’t working.
• An early warning that you’re not sourcing fast enough

• There is difference between time to fill and time to hire. ( find


out)
Cost per hire
Yield Ratios
Source of Hire
Time to hire (Efficiency metric)
• Time to hire is the time elapsed between engaging a
candidate and then accepting an offer.
• By tracking this metric, you can answer questions like:
• How long does it take you to spot that you have the right
candidate?
• How fast do you move when you find the right person?
• Where are the bottlenecks in your hiring process?
Percentage of employees with a
particular rating
• Number of employees with x rating/ total number of
employees appraised *100
Thank you

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