12 HR Metrics Every CHRO Should Know | Visier

HR Effectiveness

Articulating the business implications of HR metrics is essential to the CHRO role and HR roles in general. And given the various changes in work, the workplace, and the workforce over the past two years, now is a good time for HR leaders and their teams to reevaluate which HR and talent metrics are most important to their business. This 15-page paper provides twelve HR metrics, ranging from Predicted Resignation Count, Succession Coverage Ratio, and Applicant-to-Hire Conversion Ratioto name a few. Each metric offers a definition, example, and summary of why the metric is important. One interesting measure is Manager Instability Ratio, which calculates the ratio of employees with more than one direct supervisor within the preceding twelve-month period. Given the disproportionate impact (e.g., retention, engagement, etc.) managers have on their direct reports, understanding the manager instability ratio can provide important talent insights. As HR teams determine which metrics are most important, I recommend starting with the question—not the metric—that can help answer firms’ most important talent challenges. Once the right question is determined, teams can identify the underlying metric(s). With that in mind, I am resharing this 16-page SAP reference, which includes 100 people analytics questions that span eight talent categories—from recruiting to employee experience.

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