The area of people analytics is a capability that has grown leaps and bounds over the past few years and shows no signs of slowing down. But as pointed out in this article, analytics must rest on a robust foundation of data and the right HR metrics. This article outlines four categories of HR-based metrics including 1) Recruiting, 2) Every Day Workforce Management–such as revenue earned per employee 3) Quality of Employee Experience, 4) Employee Development. Each category provides a few examples. As HR practitioners, we should ask ourselves, 1) what are the metrics that we should measure and that provide the greatest insights and business value? Once we understand the insights drawn from these metrics, we can then ask 2): what question should we explore further–through advanced analytics–that if we knew the answer to, would enable us to drive improvement in the business and people outcomes that matter the most? With the impact that COVID-19 continues to have on business performance and worker morale to name a few, it is a good time to ask these questions and reevaluate the top 3 -5 HR metrics you will measure. What metrics will stay the same, be modified, and what will be new?
