Though there are dozens of metrics to measure, let us learn about the ten best HR metrics preferred by top management of leading organizations.<\/p>\n\n\n
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<\/a><\/figure>\n<\/div>\n\n\nTop ten metrics employed by the HR department of leading companies<\/strong><\/h2>\n\n\n\nThese metrics can be bifurcated into two categories: Active Metrics and Passive Metrics<\/strong>. <\/strong>The major difference between these two categories is employee engagement. <\/p>\n\n\n\nActive Metrics involves direct involvement of employees and departments through surveys and polls etc. Passive Metrics are indirect employee assessments, not involving employees directly.<\/p>\n\n\n\n
Active metrics<\/strong><\/h3>\n\n\n\nEmployee net Promoter Score<\/strong><\/h4>\n\n\n\nEmployee net promoter score surveys<\/a> is done through a poll to measure the organization’s image and employee’s perspective. The HR department launches a poll and asks a couple of questions, including scoring the company on a scale of one to ten and how likely employees are going to refer the company to family and friends.<\/p>\n\n\n\neNPS happens anonymously, and every employee gets a questionnaire in their official inbox to maintain accuracy and privacy.<\/p>\n\n\n
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<\/a><\/figure>\n<\/div>\n\n\nJob satisfaction<\/strong><\/h4>\n\n\n\nEfforts and policies to maintain job satisfaction are one of the primary KPIs of the HR<\/strong> department. Most successful organizations prefer this metric to measure employee’s satisfaction<\/a> at a job because it directly affects their performance and eventually productivity.<\/p>\n\n\n\nJob satisfaction is measured through a simple calculation. The most acceptable formula for this metric is:<\/p>\n\n\n\n
[{(Mutual trust and teamwork score) + (Compensation score) + (Job responsibilities score)} \u00f7 (Aggregate score)] * 10.<\/p>\n\n\n\n
HR metrics example<\/strong>: [(8+6+9)\/30] * 10 = 77 percent<\/p>\n\n\n\nLeadership approval<\/strong><\/h4>\n\n\n\nMutual respect and understanding are vital for the overall company’s growth. Therefore, the HR department employs a leadership approval poll to determine the acceptance of senior management among employees through scoring on the scale of one to ten.<\/p>\n\n\n\n
More than six means positive responses from employees, and less than six means management needs to consider ways to improve respect and acceptance among the workforce.<\/a><\/p>\n\n\n\nEmployee engagement index<\/strong><\/h4>\n\n\n\n
Active Metrics involves direct involvement of employees and departments through surveys and polls etc. Passive Metrics are indirect employee assessments, not involving employees directly.<\/p>\n\n\n\n
Active metrics<\/strong><\/h3>\n\n\n\nEmployee net Promoter Score<\/strong><\/h4>\n\n\n\nEmployee net promoter score surveys<\/a> is done through a poll to measure the organization’s image and employee’s perspective. The HR department launches a poll and asks a couple of questions, including scoring the company on a scale of one to ten and how likely employees are going to refer the company to family and friends.<\/p>\n\n\n\neNPS happens anonymously, and every employee gets a questionnaire in their official inbox to maintain accuracy and privacy.<\/p>\n\n\n
\n<\/a><\/figure>\n<\/div>\n\n\nJob satisfaction<\/strong><\/h4>\n\n\n\nEfforts and policies to maintain job satisfaction are one of the primary KPIs of the HR<\/strong> department. Most successful organizations prefer this metric to measure employee’s satisfaction<\/a> at a job because it directly affects their performance and eventually productivity.<\/p>\n\n\n\nJob satisfaction is measured through a simple calculation. The most acceptable formula for this metric is:<\/p>\n\n\n\n
[{(Mutual trust and teamwork score) + (Compensation score) + (Job responsibilities score)} \u00f7 (Aggregate score)] * 10.<\/p>\n\n\n\n
HR metrics example<\/strong>: [(8+6+9)\/30] * 10 = 77 percent<\/p>\n\n\n\nLeadership approval<\/strong><\/h4>\n\n\n\nMutual respect and understanding are vital for the overall company’s growth. Therefore, the HR department employs a leadership approval poll to determine the acceptance of senior management among employees through scoring on the scale of one to ten.<\/p>\n\n\n\n
More than six means positive responses from employees, and less than six means management needs to consider ways to improve respect and acceptance among the workforce.<\/a><\/p>\n\n\n\nEmployee engagement index<\/strong><\/h4>\n\n\n\n
Employee net promoter score surveys<\/a> is done through a poll to measure the organization’s image and employee’s perspective. The HR department launches a poll and asks a couple of questions, including scoring the company on a scale of one to ten and how likely employees are going to refer the company to family and friends.<\/p>\n\n\n\n eNPS happens anonymously, and every employee gets a questionnaire in their official inbox to maintain accuracy and privacy.<\/p>\n\n\n Efforts and policies to maintain job satisfaction are one of the primary KPIs of the HR<\/strong> department. Most successful organizations prefer this metric to measure employee’s satisfaction<\/a> at a job because it directly affects their performance and eventually productivity.<\/p>\n\n\n\n Job satisfaction is measured through a simple calculation. The most acceptable formula for this metric is:<\/p>\n\n\n\n [{(Mutual trust and teamwork score) + (Compensation score) + (Job responsibilities score)} \u00f7 (Aggregate score)] * 10.<\/p>\n\n\n\n HR metrics example<\/strong>: [(8+6+9)\/30] * 10 = 77 percent<\/p>\n\n\n\n Mutual respect and understanding are vital for the overall company’s growth. Therefore, the HR department employs a leadership approval poll to determine the acceptance of senior management among employees through scoring on the scale of one to ten.<\/p>\n\n\n\n More than six means positive responses from employees, and less than six means management needs to consider ways to improve respect and acceptance among the workforce.<\/a><\/p>\n\n\n\n<\/a><\/figure>\n<\/div>\n\n\nJob satisfaction<\/strong><\/h4>\n\n\n\n
Leadership approval<\/strong><\/h4>\n\n\n\n
Employee engagement index<\/strong><\/h4>\n\n\n\n
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