{"id":113291,"date":"2022-05-24T07:56:42","date_gmt":"2022-05-24T07:56:42","guid":{"rendered":"https:\/\/www.aihr.com\/?p=113291"},"modified":"2025-05-02T08:32:39","modified_gmt":"2025-05-02T08:32:39","slug":"how-to-measure-hr-effectiveness","status":"publish","type":"post","link":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/","title":{"rendered":"How To Measure HR Effectiveness: 16 Most Important Metrics To Track"},"content":{"rendered":"\n<p>The most valuable asset of any organization is its people. An effective HR team brings the right people into the right roles at the right time and keeps them engaged and growing. When HR is working well, employee engagement and <a href=\"https:\/\/www.aihr.com\/blog\/revenue-per-employee\/\">revenue per employee<\/a> both tend to be higher. Despite this, a recent survey of HR leaders showed that 63% consider their <a href=\"https:\/\/www.aihr.com\/blog\/human-resources-functions\/\">HR function<\/a> only moderately effective at best.<\/p>\n\n\n\n<p>So, how can you measure HR effectiveness in your organization and make sure the HR function is operating at its best and creating a positive impact?<\/p>\n\n\n\n<p><em>Contents<\/em><br><a href=\"#What\">What is HR effectiveness?<\/a><br><a href=\"#Why\">Why should you measure HR effectiveness?<\/a><br><a href=\"#How\">How to measure HR effectiveness<\/a><\/p>\n\n\n<div class=\"gaihrpl gaihrpl-2\"><div class=\"gaihrpl-single aaihrpl-170\"><a class=\"gofollow\" data-track=\"MTcwLDIsNjAw\" href=\"https:\/\/www.aihr.com\/courses\/people-data-business-insights-certification\/?il_id=banner&#038;il_name=dbcp&#038;il_creative=dbcp-value&#038;il_position=slot2\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/DBCP-Banner-Modules.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/DBCP-Banner-Modules.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/DBCP-Banner-Modules.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"What\">What is HR effectiveness?<\/h2>\n\n\n\n<p>HR effectiveness refers to how well the HR department meets its goals and contributes to business outcomes. This includes everything from <a href=\"https:\/\/www.aihr.com\/blog\/talent-acquisition\/\">talent acquisition<\/a> and employee performance to engagement and attrition. An effective HR team supports business success, mainly as HR leaders increasingly help shape <a href=\"https:\/\/www.aihr.com\/blog\/how-hr-contributes-to-organizational-strategy\/\">organizational strategy<\/a>.<\/p>\n\n\n\n<p>For instance, a well-designed recruitment and onboarding process can bring in high-quality talent, boosting productivity and revenue. Similarly, a clear performance management system helps employees and managers track progress, improve, and achieve goals together.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Why\">Why should you measure HR effectiveness?<\/h2>\n\n\n\n<p>Measuring HR effectiveness has many benefits for an organization and its people.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Optimize resource use<\/strong>: By measuring HR effectiveness, you\u2019ll get an indication of how effectively you\u2019re using your resources (time and money). Discovering inefficiencies enables you to improve these or eliminate them.<\/li>\n\n\n\n<li><strong>Improve<\/strong> <strong>workforce and budget planning<\/strong>: To understand how effective HR is in your organization, you\u2019ll have to track and analyze various metrics. These metrics will help you plan what your workforce will look like in the future and take steps to plan your strategy and budget accordingly.<\/li>\n\n\n\n<li><strong>Understanding the overall impact of HR<\/strong>: Measuring HR effectiveness will also help you visualize and demonstrate the overall effect your Human Resources department has on the organization.<\/li>\n\n\n\n<li><strong>Better plan for unforeseen events<\/strong>: An effective HR team is in a stronger position to manage unforeseen issues that arrive in the organization, whether they\u2019re due to internal factors like unexpected turnover or external factors like changes in technology or the economy.<\/li>\n\n\n\n<li><strong>Create a workplace where people feel valued<\/strong>: By tracking the right HR efficiency metrics and analyzing the data, HR can create an environment where employees feel valued, motivated, and supported to grow.<\/li>\n\n\n\n<li><strong>Improved compliance and risk management<\/strong>: When HR operates effectively, it helps ensure the company remains compliant with changing employment laws and regulations, reducing the risk of breaking the law and receiving penalties.&nbsp;<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<h4 class=\"wp-block-heading\" id=\"h-hr-tip\">HR tip<\/h4>\n\n\n\n<p>Regularly reporting and analyzing HR metrics adds business value. In one survey, <a href=\"https:\/\/www.bamboohr.com\/resources\/infographics\/what-your-executive-team-wants-from-hr-reports\" target=\"_blank\" rel=\"noreferrer noopener\">82% of executives agreed HR metrics were useful<\/a>, but nearly a third said they wanted more frequent updates from HR.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"How\">How to measure HR effectiveness<\/h2>\n\n\n\n<p>To start, decide what you want to learn, then choose the metrics that will give you that insight. For example, if you&#8217;re looking into recruitment, track <a href=\"https:\/\/www.aihr.com\/blog\/quality-of-hire\/\">quality of hire<\/a> or cost per hire. If you&#8217;re focused on budget efficiency, consider HR cost per employee or <a href=\"https:\/\/www.aihr.com\/blog\/training-roi\/\">training ROI<\/a>.<\/p>\n\n\n\n<p>Let\u2019s look at 16 useful metrics to measure HR effectiveness.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-employee-net-promoter-score-enps\">1. Employee net promoter score (eNPS)<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/employee-net-promoter-score-enps\/\">Employee Net Promoter Score<\/a> (eNPS) is a metric that allows you to measure how likely your employees are to recommend your organization to others as a great place to work.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it\">How to calculate it<\/h4>\n\n\n\n<p>The eNPS&#8217;s base question is: \u201cHow likely are you to recommend our company as a place to work?\u201d Employees rate it on a scale from 0 to 10 in a survey.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>9 to 10 = Promoters. Happy and motivated employees.<\/li>\n\n\n\n<li>7 to 8 = Passives. Employees who are content but not passionate about the company.<\/li>\n\n\n\n<li>0 to 6 = Detractors. Dissatisfied employees.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>To calculate your eNPS, subtract the percentage of Detractors from Promoters. <\/p>\n\n\n\n<p>For example, a company with 75% Promoters and 20% Detractors equals an eNPS score of 55.<\/p>\n\n\n\n<p>A score between 10 and 30 is generally considered good, while anything over 30 is excellent.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important\">Why it\u2019s important<\/h4>\n\n\n\n<p>An eNPS survey can help you gauge how happy or dissatisfied your employees are, pinpoint the steps HR can take to improve these results, and take action. It\u2019s quick for employees to answer (so more employees are likely to participate) and can be distributed via your preferred communication channel with relatively low costs.&nbsp;<\/p>\n\n\n\n<p>However, while this metric is a solid starting point, you should follow up with more questions. For example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Why would you (not) recommend our organization as an employer?<\/li>\n\n\n\n<li>What do you enjoy about your job?<\/li>\n\n\n\n<li>How can we as an organization improve?<\/li>\n<\/ul>\n\n\n<div class=\"lazyblock-one-two-Z5s1w2 wp-block-lazyblock-one-two\"><div class=\"gutenberg-quote-columns two_columns\">\n\t<div class=\"gutenberg-quote-column\">\n\t\t      \n\t\t     \t\t\t\t\t     <div class=\"gutenberg-quote-column-content\"><h3 data-start=\"0\" data-end=\"239\"><strong data-start=\"0\" data-end=\"51\">Learn how to measure HR\u2019s real impact with data<\/strong><\/h3>\n<p class=\"\" data-start=\"0\" data-end=\"239\">Build your skills in tracking and analyzing HR effectiveness metrics like employee engagement, time to hire, turnover, and cost per hire to drive smarter decisions and prove HR\u2019s value.<\/p>\n<p class=\"\" data-start=\"241\" data-end=\"533\">In AIHR\u2019s <a href=\"https:\/\/www.aihr.com\/courses\/hr-metrics-reporting\/?il_id=ctr&amp;il_name=box-and-link-in-article&amp;il_position=none\">HR Metrics &amp; Dashboarding Certificate Program<\/a>, you\u2019ll learn how to choose the right metrics, create meaningful dashboards, and link HR outcomes to business performance. This self-paced, online course gives you the tools to confidently measure, report, and optimize your HR strategy.<\/p>\n<div style=\"text-align: center;\">\n<div class=\"wp-block-button has-custom-font-size has-medium-font-size\"><a class=\"wp-block-button__link has-white-color has-text-color has-background has-link-color wp-element-button\" style=\"border-radius: 5px; background-color: #30206b; padding: 15px 30px; font-size: 18px;\" href=\"https:\/\/www.aihr.com\/courses\/hr-metrics-reporting\/?il_id=ctr&amp;il_name=box-and-button-in-article&amp;il_position=none\" target=\"_blank\" rel=\"noopener\">GET STARTED<\/a><\/div>\n<\/div><\/div>\n              \n\t<\/div>\n\t \n<\/div><\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-engagement-rate\">2. Engagement rate<\/h3>\n\n\n\n<p>This reflects how many employees are genuinely engaged in their work.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-0\">How to calculate it<\/h4>\n\n\n\n<p>Some of the simplest ways to track the engagement rate are to collect feedback during <a href=\"https:\/\/www.aihr.com\/blog\/one-on-one-meeting-template\/\">one-to-one meetings<\/a>, stay and <a href=\"https:\/\/www.aihr.com\/blog\/exit-interview-template\/\">exit interviews<\/a>, and <a href=\"https:\/\/www.aihr.com\/blog\/pulse-survey-questions\/\">pulse surveys<\/a>.<\/p>\n\n\n\n<p>In a survey, aim to stick to a maximum of five questions, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Are you happy at work?<\/li>\n\n\n\n<li>Have you received sufficient training to perform in your role?<\/li>\n\n\n\n<li>Do you have a good relationship with your colleagues?<\/li>\n\n\n\n<li>Would you recommend this organization as an employer to others?<\/li>\n<\/ul>\n\n\n\n<p>Assign weighted scores (e.g., Yes = 2, Somewhat = 1, No = 0), then calculate the average engagement score. To determine the engagement rate:<\/p>\n\n\n\n<p class=\"has-text-align-center\">(Number of employees above the engagement norm \/ Total employees) \u00d7 100<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-0\">Why it\u2019s important<\/h4>\n\n\n\n<p>According to an analysis by <a href=\"https:\/\/news.gallup.com\/businessjournal\/200108\/damage-inflicted-poor-managers.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup<\/a>, an engaged team will have a lower turnover rate and 21% greater profitability. Yet, only 36% of employees in the U.S. are engaged at work.&nbsp;<\/p>\n\n\n\n<p>A low engagement rate could indicate weaknesses in your hiring, onboarding, and training processes, and will help you start to tackle these. Equally, <a href=\"https:\/\/www.aihr.com\/blog\/employee-engagement-strategies\/\">employee engagement<\/a> will show you who your star players are\u2014the ones who are prepared to put in extra time, effort, and attention to their work and will go above and beyond for the business\u2014and it\u2019s crucial that you don\u2019t let these employees slip through the cracks.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-employee-turnover-rate\">3. Employee turnover rate<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/how-to-calculate-employee-turnover-rate\/\">Employee turnover rate<\/a> refers to the rate at which employees leave an organization. Turnover can be voluntary or involuntary.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-1\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Employee turnover rate<\/strong> = (Number of employees who left \/ Total number of employees) x 100<\/p>\n\n\n\n<p>First, it\u2019s important to note that new hires aren\u2019t included in the turnover count.<\/p>\n\n\n\n<p>For example, let\u2019s say your organization had 200 employees in 2020. You also made 10 new hires, and 15 people left during that year.&nbsp;<\/p>\n\n\n\n<p>The calculation would be:&nbsp;<\/p>\n\n\n\n<p class=\"has-text-align-center\">15 \/ 200 x 100 = 7.5%<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-1\">Why it\u2019s important<\/h4>\n\n\n\n<p>Turnover rate averages vary significantly across industries. For example, a 50% annual staff turnover rate wouldn\u2019t be considered poor in fast-churn sectors like call centers or retail.<\/p>\n\n\n\n<p>Turnover rate is an important metric to track because it can reflect your company culture and current HR processes. Do employees have what they need to do their jobs? Are new hires welcomed by their managers and colleagues and integrated into their teams? Are you on top of <a href=\"https:\/\/www.aihr.com\/blog\/pay-equity\/\">pay equity<\/a>, and are you offering competitive benefits that your employees value?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-employee-retention-rate\">4. Employee retention rate<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/employee-retention-rate\/\">Employee retention rate<\/a> shows the number of employees who remain in an organization over a set period compared to the total number of employees who worked there during that time.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-2\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Employee retention rate<\/strong> = [(Total employees \u2013 Employees who left) \/ Total employees] \u00d7 100<\/p>\n\n\n\n<p>For example, if an organization has 500 employees, and over the last year, 20 of them left, their employee retention rate would be 96%.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-2\">Why it\u2019s important<\/h4>\n\n\n\n<p>Employee retention rate is a meaningful indicator of a company\u2019s ability to retain a stable workforce, and it\u2019s one of the most important <a href=\"https:\/\/www.aihr.com\/blog\/hr-metrics-examples\/\">HR metrics<\/a>. It helps HR departments analyze and tweak their talent acquisition and <a href=\"https:\/\/www.aihr.com\/blog\/employee-retention-strategies\/\">retention strategies<\/a> to ensure they\u2019re keeping up to date with changes in the workplace and labor market and doing everything they can to retain top talent.<\/p>\n\n\n\n<p>Failure to do so can result in low team morale, disruption, and a knock on the wider goals of the business. Knowing your employee retention rate can help reduce company costs, increase employee productivity and engagement, and address recruiting issues.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-absenteeism-rate\">5. Absenteeism rate<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/absenteeism-rate\/\">Absenteeism rate<\/a> (also known as absence rate or absence percentage) is the rate of unplanned absences during a set period, whether due to illness, stress, a fake sick day, or anything else, but does not include holidays or lateness. This can be measured for individuals, teams, or the entire organization.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-3\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Absenteeism rate =<\/strong> (Number of absent days \/ Number of available workdays in a period) x 100 <\/p>\n\n\n\n<p>For example, let\u2019s say you want to work out Sally\u2019s absenteeism rate for 2021. Her total available workdays (minus holidays and weekends) are 220. She was absent for 5 days that year.&nbsp;<\/p>\n\n\n\n<p class=\"has-text-align-center\">5 \/ 220 x 100 = 2.27%<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-3\">Why it\u2019s important<\/h4>\n\n\n\n<p>Generally, 1.5% is deemed a healthy absence rate, given that it\u2019s impossible to prevent illnesses all of the time. However, it\u2019s important to note that certain diseases (such as the flu or COVID-19) can result in an employee being absent for a few weeks, which would bring their absenteeism rate up to over 4%.<\/p>\n\n\n\n<p>But an absenteeism rate higher than 1.5% can often indicate the absence is due to something more serious such as stress or burnout, lack of engagement, or conflict with team members. Anything significantly lower than 1.5% can also be a cause for concern\u2014are employees afraid to call in sick, so they come into work unwell? This can lead to a drop in productivity, poor health, and even exhaustion in the long run.<\/p>\n\n\n\n<p>The absenteeism rate provides insight into the health of your organization. Analyzing average rates across teams and departments can help highlight where the problems are and address them.<\/p>\n\n\n\n<p>For example, many employees may have absence days when their children are sick and need to be looked after. In this case, a flexible working from home policy could help reduce <a href=\"https:\/\/www.aihr.com\/blog\/absenteeism\/\">absenteeism<\/a>. If employees are paid for a full day\u2019s work even when absent, you might consider rewarding and incentivizing the employees with the lowest absenteeism rates on a quarterly or annual basis through a small bonus or gift.\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-training-effectiveness\">6. Training effectiveness<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/training-effectiveness-evaluation-using-hr-analytics\/\">Training effectiveness<\/a> measures how a particular training program impacts an employee\u2019s knowledge, skills, and performance and how this, in turn, affects the company\u2019s efficacy.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-4\">How to calculate it<\/h4>\n\n\n\n<p>You can measure training effectiveness through post-training quizzes or assessments, one-on-one discussions, surveys, and questionnaires.&nbsp;<\/p>\n\n\n\n<p>It\u2019s important to decide your training goals and how you\u2019ll measure effectiveness before the training begins. For example, you may choose to measure the trainee\u2019s productivity levels, mood, and engagement before and after the training.&nbsp;<\/p>\n\n\n\n<p>There are five proven learning evaluation models that are most often trusted by companies today:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Kirkpatrick\u2019s Four-level Training Evaluation Model<\/li>\n\n\n\n<li>The Phillips ROI Model<\/li>\n\n\n\n<li>Kaufman\u2019s Five Levels of Evaluation<\/li>\n\n\n\n<li>Anderson\u2019s Model of Learning Evaluation<\/li>\n\n\n\n<li>Summative vs. Formative Evaluation.<\/li>\n<\/ol>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-4\">Why it\u2019s important<\/h4>\n\n\n\n<p>Measuring your training effectiveness can help you gauge how useful your current offerings are and how you can improve them. Organizations invest a great deal of resources into training programs; therefore, you must monitor them closely to see what\u2019s working, what\u2019s not working, and why.<\/p>\n\n\n\n<p>More effective training results in greater employee performance and satisfaction, improved team morale, and a higher ROI.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69fa9c74869cf&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69fa9c74869cf\" class=\"wp-block-image size-large pin-image wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"1024\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-1024x1024.png\" alt=\"16 examples of HR effectiveness metrics including eNPS, engagement rate, cost per hire, HR tech ROI, time to hire, &amp; more.\" class=\"wp-image-277083\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-1024x1024.png 1024w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-300x300.png 300w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-150x150.png 150w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-768x768.png 768w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-400x400.png 400w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-510x510.png 510w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-200x200.png 200w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-24x24.png 24w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-48x48.png 48w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog-96x96.png 96w, https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Blog.png 1080w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-7-new-hire-performance\">7. New hire performance<\/h3>\n\n\n\n<p>New hire performance is one of the most popular ways of measuring a hire&#8217;s quality. It is usually assessed by the extent to which a new hire adds value to the business.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-5\">How to calculate it<\/h4>\n\n\n\n<p>Any performance metric that demonstrates a new hire\u2019s value can be used to measure new hire performance. This includes meeting a specified sales quota, achieving a certain customer satisfaction score, or receiving positive managerial feedback during a <a href=\"https:\/\/www.aihr.com\/blog\/employee-performance-review-template\/\">performance review<\/a>.<\/p>\n\n\n\n<p>Organizations will usually use a combination of different metrics to assess new hire performance, including job performance, productivity, and ramp-up time.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-5\">Why it\u2019s important<\/h4>\n\n\n\n<p>According to a <span style=\"box-sizing: border-box; margin: 0px; padding: 0px;\"><a href=\"https:\/\/business.linkedin.com\/content\/dam\/business\/talent-solutions\/global\/en_us\/c\/pdfs\/GRT16_GlobalRecruiting_100815.pdf\" target=\"_blank\">LinkedIn report<\/a>, over a third of companies want to improve their hiring qual<\/span>ity, and 50% of organizations use new hire performance evaluation to do so.\u00a0<\/p>\n\n\n\n<p>New hire performance indicates how effective HR is in recruiting the right candidates for the business, onboarding them successfully, and giving them the tools they need to thrive from the get-go. A consistently high new hire performance rate helps organizations meet strategic business goals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-8-cost-per-hire\">8. Cost per hire<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/cost-per-hire\/\">Cost per hire<\/a> tells you exactly how much it costs your organization, on average, to hire a new employee.&nbsp;&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-6\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Cost per hire<\/strong> = Total recruitment costs \u00f7 Number of hires<\/p>\n\n\n\n<p>For example, let\u2019s say your company hired 75 new employees last year and incurred recruiting costs of $150,000. Your cost per hire would be $2,000.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-6\">Why it\u2019s important<\/h4>\n\n\n\n<p>Cost per hire is one of the most valuable and most used HR and <a href=\"https:\/\/www.aihr.com\/blog\/recruiting-metrics\/\">recruiting metrics<\/a>. It helps you forecast what budget you need to hire over the next period and demonstrates how recruitment contributes to the bottom line.<\/p>\n\n\n\n<p>It also helps HR teams optimize the recruitment process by investing resources in recruitment channels and initiatives that attract high-performing candidates and cutting spending on avenues that don\u2019t yield a high ROI.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-9-internal-mobility-rate\">9. Internal mobility rate<\/h3>\n\n\n\n<p>Internal mobility rate is the percentage of employees who move through an organization through promotions, transfers, and demotions. Naturally, the larger an organization is, the higher its internal mobility will be, as there are generally more positions available.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-7\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Internal mobility rate<\/strong>&nbsp;= (Total number of internal movements \/ Total number of employees) x 100<\/p>\n\n\n\n<p>Internal mobility rate alone is often not enough to create a clear picture, so it\u2019s crucial to analyze other HR metrics alongside it.<\/p>\n\n\n\n<p>For example, let\u2019s say you have an internal mobility rate of 5% and a turnover rate of 5%. This indicates that most of your open positions are being filled by the organization&#8217;s existing talent. For this to be true, the organization is likely good at <a href=\"https:\/\/www.aihr.com\/blog\/succession-planning\/\">succession planning<\/a>, has a strong pool of skilled employees, clearly defined career paths, and effective mentoring and development programs in place.<\/p>\n\n\n\n<p>However, if <a href=\"https:\/\/www.aihr.com\/blog\/internal-mobility\/\">internal mobility<\/a> is at 5%, but turnover is at 25%, it suggests that few open roles are being filled with existing talent, which means more resources are being used to hire externally.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-7\">Why it\u2019s important<\/h4>\n\n\n\n<p>The greatest source of talent for any organization is its existing employees, and a solid internal mobility program can help businesses utilize this and reduce time to fill and cost per hire in the process.&nbsp;<\/p>\n\n\n\n<p>You can also view this metric alongside diversity to see how inclusive your organization is and where it needs to improve. For example, is there a lower mobility score for women than men? If so, why, and how can you address this?&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-10-cost-of-hr-per-employee\">10. Cost of HR per employee<\/h3>\n\n\n\n<p>The cost of HR per employee refers to the total cost a company spends on <a href=\"https:\/\/www.aihr.com\/blog\/what-is-human-resources\/\">Human Resources<\/a> per full-time employee.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-8\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>HR cost per employee<\/strong> = Total HR costs (salary + benefits) \/ Total number of employees<\/p>\n\n\n\n<p>Let\u2019s say an organization had HR costs of $250,000 last year and 100 employees.&nbsp;<\/p>\n\n\n\n<p class=\"has-text-align-center\">$250,000 \/ 100 = $2,500<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-8\">Why it\u2019s important<\/h4>\n\n\n\n<p>HR cost per employee helps HR professionals stay aware of their departmental costs, measure overspending or underspending, predict future recruiting costs, and calculate ROI.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-11-hr-tech-roi\">11. HR tech ROI<\/h3>\n\n\n\n<p>HR tech ROI measures the return on investment of various HR software and technology that have been invested in and potentially rolled out across HR and the wider organization.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-9\">How to calculate it<\/h4>\n\n\n\n<p>It\u2019s important to begin by outlining why you invested in HR tech in the first place. Was it to improve your recruiting process, boost <a href=\"https:\/\/www.aihr.com\/blog\/employee-engagement-strategies\/\">employee engagement<\/a>, reduce paperwork and management time, or something else? Pinpoint some metrics that you want to improve.\u00a0<\/p>\n\n\n\n<p>What did the HR tech cost? This includes the ticket price, the cost of implementation (staff time, user training, expert fees, and storage costs), and the cost of ongoing maintenance and upgrades.&nbsp;<\/p>\n\n\n\n<p>Next, compare current metrics with metrics before you rolled out the tech. For example, has there been a boost in HR performance KPIs, increased employee retention or turnover rate, fewer compliance issues, or increased engagement?&nbsp;<\/p>\n\n\n\n<p>The final step is to determine whether you have saved more than you spent. Was the cost worth it?&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-9\">Why it\u2019s important<\/h4>\n\n\n\n<p>Measuring HR tech ROI is essential because it helps to determine whether your old system was working or not, provides a benchmark on the efficiency of your current HR processes, and helps you build your future HR tech strategy using tangible, existing evidence.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-12-hr-tech-user-adoption-rate\">12. HR tech user adoption rate<\/h3>\n\n\n\n<p>HR tech user adoption rate refers to the percentage of employees actively using the new technology at work.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-10\">How to calculate it<\/h4>\n\n\n\n<p>To work out the adoption rate:<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>Adoption rate<\/strong> = (Number of new users of a feature \/ Total number of users) x 100 <\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-10\">Why it\u2019s important<\/h4>\n\n\n\n<p>User adoption plays a significant role in an organization&#8217;s overall success, and this metric will help you improve adoption rates.&nbsp;&nbsp;<\/p>\n\n\n\n<p>A low adoption rate can signal a lack of sufficient training or understanding of how the new technology can help employees perform in their roles at work. There may also be extra features or tools needed to utilize the technology effectively. With this data, HR teams and business leaders can make improvements and track progress.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-13-time-to-productivity\">13. Time to productivity<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/hr-glossary\/time-to-productivity\/\">Time to productivity<\/a> is an HR metric that measures the time it takes for new hires to get settled in your organization and reach their full productivity, i.e. a desired level of performance.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-11\">How to calculate it<\/h4>\n\n\n\n<p>Full productivity means different things for different organizations. It could be reaching a specific goal, completing training, or meeting a performance target. The next step is to define the start point and end point, which is usually the employee\u2019s first day, and the date they reach their full productivity. Once you\u2019ve defined these two parameters, you can do the following calculation:<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>Time to productivity (TTP)<\/strong> = End point \u2212 Start point<\/p>\n\n\n\n<p>You can then obtain an average time to productivity for a department or the whole organization, which can be compared with industry benchmarks.&nbsp;&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-11\">Why it&#8217;s important<\/h4>\n\n\n\n<p>Tracking how long it takes new hires to reach full productivity can give HR great insight into the effectiveness of their recruitment and onboarding processes and key areas for improvement. New hires who take longer than average to reach standard productivity could be facing unnoticed obstacles in the onboarding journey.\u00a0<\/p>\n\n\n\n<p>With this metric, HR can improve weaknesses in the onboarding process, reallocate resources, better prepare new hires for success, uncover hidden skills gaps, and reduce overall time to productivity, which will increase revenue generated for the business.\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-14-time-to-hire\">14. Time to hire<\/h3>\n\n\n\n<p><a href=\"https:\/\/www.aihr.com\/blog\/time-to-hire\/\">Time to hire<\/a> measures the number of days between a candidate applying for a job at your organization and accepting a job offer.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-12\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Time to hire<\/strong> = Date offer accepted \u2013 Date application received<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-12\">Why it&#8217;s important<\/h4>\n\n\n\n<p>This metric gives HR a strong sense of the speed at which a candidate moves through the recruitment funnel and can highlight any bottlenecks. It\u2019s also a strong indicator for <a href=\"https:\/\/www.aihr.com\/blog\/how-to-improve-candidate-experience\/\">candidate experience<\/a> &#8211; the quicker a candidate receives an offer, the more positive their experience is likely to be.<\/p>\n\n\n\n<p>According to Indeed, the average time to hire is around <a href=\"https:\/\/uk.indeed.com\/lead\/time-to-hire\" target=\"_blank\" rel=\"noreferrer noopener\">36 days<\/a>. It\u2019s not recommended that your time to hire be any faster than 14 days, as this period gives a <a href=\"https:\/\/www.aihr.com\/blog\/hiring-manager\/\">hiring manager<\/a> a chance to interview a selection of 5-8 candidates and determine the best one.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-15-manager-satisfaction-score\">15. Manager satisfaction score<\/h3>\n\n\n\n<p>Manager satisfaction refers to how satisfied your employees are with their manager\u2019s performance. This includes their communication style and frequency, how much support they give employees, how well they help them develop in their careers, and the overall relationship.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-13\">How to calculate it<\/h4>\n\n\n\n<p>Manager satisfaction is usually measured using a survey that\u2019s sent out to employees, typically once or twice a year. Each question can have a rating scale to give a numerical score (from 0-5 or 0-10). From the feedback, a balanced scorecard is created for each manager, which can be used as a <a href=\"https:\/\/www.aihr.com\/blog\/employee-performance-metrics\/\">performance metric<\/a>.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-13\">Why it&#8217;s important<\/h4>\n\n\n\n<p>Measuring manager satisfaction helps HR gather valuable insights on how effective their managers currently are and identify key areas for improvement through manager training initiatives. It\u2019s widely known that employees quit managers, not companies, so by utilizing manager feedback to improve the <a href=\"https:\/\/www.aihr.com\/blog\/employee-experience-guide\/\">employee experience<\/a>, HR teams can not only improve performance and engagement but also reduce turnover.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-16-diversity-hiring-rate\">16. Diversity hiring rate<\/h3>\n\n\n\n<p>Diversity hiring rate measures the number of diverse hires your organization makes compared to the total number of hires.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-how-to-calculate-it-14\">How to calculate it<\/h4>\n\n\n\n<p class=\"has-text-align-center\"><strong>Diversity hiring percentage rate<\/strong> = (Number of diverse hires \/ total hires) x 100<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-why-it-s-important-14\">Why it&#8217;s important<\/h4>\n\n\n\n<p>Measuring your diversity hiring rate helps you track how successful your current <a href=\"https:\/\/www.aihr.com\/blog\/dei-initiatives\/\">DEI initiatives<\/a> are and whether you\u2019re meeting your diversity, equity, and inclusion goals. Improving your diversity hiring rate can help you improve your employer brand and build a more inclusive culture.<\/p>\n\n\n\n<p>Diversity hiring rate can be combined with other metrics like candidate experience, pay equity, and employee sentiment to gain a broader understanding of DEI in your organization.<\/p>\n\n\n<div class=\"lazyblock-aihr-read-next-vT7r6 wp-block-lazyblock-aihr-read-next\"><div class=\"gutenberg-read-next\">\n\t    <div class=\"gutenberg-read-next-container\">\n\t\t\t  \t\t\t      <a href=\"https:\/\/www.aihr.com\/blog\/diversity-hiring-reasons-hiring-for-diversity-matters\/\">\n                        \t\t\t\t\t        <span>Learn more<\/span>\n                         \n\t\t\t\t\t    <span class=\"post-link\">\n\t\t\t\t\t\t  5 Reasons Why Diversity Hiring Matters (And How to Go about it)\t\t\t            <\/span>\n\t\t\t       <\/a>\n                \n\t    <\/div>\n<\/div><\/div>\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<h4 class=\"wp-block-heading\" id=\"h-hr-tip-0\">HR tip<\/h4>\n\n\n\n<p>Other ways to measure your current HR effectiveness are to conduct an HR audit, where you review policies and procedures, and gather employee feedback through a survey to understand employee concerns better.<\/p>\n<\/blockquote>\n\n\n<div class=\"gaihrpl gaihrpl-39\"><div class=\"gaihrpl-single aaihrpl-316\"><a class=\"gofollow\" data-track=\"MzE2LDM5LDYwMA==\" href=\"https:\/\/www.aihr.com\/hr-career-map\/?il_id=special&#038;il_name=hr-career-map&#038;il_creative=purple&#038;il_position=slot3\" target=\"_blank\" rel=\"nofollow\" style=\"display:block;padding-top:20px;\"><img decoding=\"async\" src=\"https:\/\/www.aihr.com\/wp-content\/plugs\/podcast-blog-ads-fade.jpg\" srcset=\"https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Map-3.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Map-3.png 360w, https:\/\/www.aihr.com\/wp-content\/uploads\/HR-Career-Map-3.png 700w, https:\/\/www.aihr.com\/wp-content\/plugs\/ w\" sizes=\"(max-width: 480px) 360px, (max-width: 960px) 360px, (max-width: 1280px) 700px, 750px\" style=\"box-shadow: 0px 0px 20px 5px rgb(46 61 73 \/ 15%);display: block;margin: auto; border-radius:19px;\" class=\"small_ad\" \/><\/a>\r\n<br><\/div><\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-a-final-thought-nbsp\">A final thought&nbsp;<\/h3>\n\n\n\n<p>Knowing how to measure HR effectiveness will help you gauge how successful you currently are across all HR functions, and the improvements you can make to deliver greater value and help the organization meet its goals. The most effective HR teams focus on sustainable, continuous improvements to attract, nurture and retain top talent and become true business partners.&nbsp;<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The most valuable asset of any organization is its people. An effective HR team brings the right people into the right roles at the right time and keeps them engaged and growing. When HR is working well, employee engagement and revenue per employee both tend to be higher. Despite this, a recent survey of HR&hellip;<\/p>\n","protected":false},"author":2952,"featured_media":277082,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"article-template.php","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[114,117],"tags":[266,160],"class_list":["post-113291","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-hr-analytics","tag-data-driven-hr","tag-hr-metrics","category-114","category-117","description-off"],"acf":[],"featured_image_src":"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png","author_info":{"display_name":"Shani Jay","author_link":"https:\/\/www.aihr.com\/blog\/author\/shani-jay\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>How to Measure HR Effectiveness: 16 Useful Metrics - AIHR<\/title>\n<meta name=\"description\" content=\"Discover 16 metrics to measure HR effectiveness and show how your HR strategy supports people, performance, and growth.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How To Measure HR Effectiveness: 16 Most Important Metrics To Track\" \/>\n<meta property=\"og:description\" content=\"Discover 16 metrics to measure HR effectiveness and show how your HR strategy supports people, performance, and growth.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts\/113291\" \/>\n<meta property=\"og:site_name\" content=\"AIHR\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/analyticsinhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2022-05-24T07:56:42+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-05-02T08:32:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png\" \/>\n\t<meta property=\"og:image:width\" content=\"2500\" \/>\n\t<meta property=\"og:image:height\" content=\"1307\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Shani Jay\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@AnalyticsinHR\" \/>\n<meta name=\"twitter:site\" content=\"@AnalyticsinHR\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Shani Jay\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"16 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/\"},\"author\":{\"name\":\"Shani Jay\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#\\\/schema\\\/person\\\/d71348424f2bda8ed3c6cfc8b5259c6a\"},\"headline\":\"How To Measure HR Effectiveness: 16 Most Important Metrics To Track\",\"datePublished\":\"2022-05-24T07:56:42+00:00\",\"dateModified\":\"2025-05-02T08:32:39+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/\"},\"wordCount\":3639,\"publisher\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/How-to-Measure-HR-Effectiveness-Thumbnail.png\",\"keywords\":[\"data-driven HR\",\"HR metrics\"],\"articleSection\":[\"Articles\",\"HR Analytics and Data-Driven HR\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/\",\"name\":\"How to Measure HR Effectiveness: 16 Useful Metrics - AIHR\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/How-to-Measure-HR-Effectiveness-Thumbnail.png\",\"datePublished\":\"2022-05-24T07:56:42+00:00\",\"dateModified\":\"2025-05-02T08:32:39+00:00\",\"description\":\"Discover 16 metrics to measure HR effectiveness and show how your HR strategy supports people, performance, and growth.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/How-to-Measure-HR-Effectiveness-Thumbnail.png\",\"contentUrl\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/How-to-Measure-HR-Effectiveness-Thumbnail.png\",\"width\":2500,\"height\":1307,\"caption\":\"16 examples of HR effectiveness metrics including eNPS, engagement rate, cost per hire, HR tech ROI, time to hire, & more.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/how-to-measure-hr-effectiveness\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.aihr.com\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"How To Measure HR Effectiveness: 16 Most Important Metrics To Track\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#website\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/\",\"name\":\"AIHR\",\"description\":\"Online HR Training Courses For Your HR Future\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.aihr.com\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#organization\",\"name\":\"AIHR | Academy to Innovate HR\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"\",\"contentUrl\":\"\",\"caption\":\"AIHR | Academy to Innovate HR\"},\"image\":{\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/analyticsinhr\\\/\",\"https:\\\/\\\/x.com\\\/AnalyticsinHR\",\"https:\\\/\\\/www.linkedin.com\\\/company\\\/analytics-in-hr\",\"https:\\\/\\\/www.youtube.com\\\/channel\\\/UCkGTJyIqAzQ5QIAkzLUW-Tg\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/#\\\/schema\\\/person\\\/d71348424f2bda8ed3c6cfc8b5259c6a\",\"name\":\"Shani Jay\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/Shani-Jay-Profile-96x96.jpg\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/Shani-Jay-Profile-96x96.jpg\",\"contentUrl\":\"https:\\\/\\\/www.aihr.com\\\/wp-content\\\/uploads\\\/Shani-Jay-Profile-96x96.jpg\",\"caption\":\"Shani Jay\"},\"description\":\"Shani Jay is an author &amp; internationally published writer who has spent the past 5 years writing about HR. Shani has previously written for multiple publications, including HuffPost.\",\"url\":\"https:\\\/\\\/www.aihr.com\\\/blog\\\/author\\\/shani-jay\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"How to Measure HR Effectiveness: 16 Useful Metrics - AIHR","description":"Discover 16 metrics to measure HR effectiveness and show how your HR strategy supports people, performance, and growth.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/","og_locale":"en_US","og_type":"article","og_title":"How To Measure HR Effectiveness: 16 Most Important Metrics To Track","og_description":"Discover 16 metrics to measure HR effectiveness and show how your HR strategy supports people, performance, and growth.","og_url":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts\/113291","og_site_name":"AIHR","article_publisher":"https:\/\/www.facebook.com\/analyticsinhr\/","article_published_time":"2022-05-24T07:56:42+00:00","article_modified_time":"2025-05-02T08:32:39+00:00","og_image":[{"width":2500,"height":1307,"url":"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png","type":"image\/png"}],"author":"Shani Jay","twitter_card":"summary_large_image","twitter_creator":"@AnalyticsinHR","twitter_site":"@AnalyticsinHR","twitter_misc":{"Written by":"Shani Jay","Est. reading time":"16 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#article","isPartOf":{"@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/"},"author":{"name":"Shani Jay","@id":"https:\/\/www.aihr.com\/#\/schema\/person\/d71348424f2bda8ed3c6cfc8b5259c6a"},"headline":"How To Measure HR Effectiveness: 16 Most Important Metrics To Track","datePublished":"2022-05-24T07:56:42+00:00","dateModified":"2025-05-02T08:32:39+00:00","mainEntityOfPage":{"@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/"},"wordCount":3639,"publisher":{"@id":"https:\/\/www.aihr.com\/#organization"},"image":{"@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#primaryimage"},"thumbnailUrl":"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png","keywords":["data-driven HR","HR metrics"],"articleSection":["Articles","HR Analytics and Data-Driven HR"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/","url":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/","name":"How to Measure HR Effectiveness: 16 Useful Metrics - AIHR","isPartOf":{"@id":"https:\/\/www.aihr.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#primaryimage"},"image":{"@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#primaryimage"},"thumbnailUrl":"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png","datePublished":"2022-05-24T07:56:42+00:00","dateModified":"2025-05-02T08:32:39+00:00","description":"Discover 16 metrics to measure HR effectiveness and show how your HR strategy supports people, performance, and growth.","breadcrumb":{"@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#primaryimage","url":"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png","contentUrl":"https:\/\/www.aihr.com\/wp-content\/uploads\/How-to-Measure-HR-Effectiveness-Thumbnail.png","width":2500,"height":1307,"caption":"16 examples of HR effectiveness metrics including eNPS, engagement rate, cost per hire, HR tech ROI, time to hire, & more."},{"@type":"BreadcrumbList","@id":"https:\/\/www.aihr.com\/blog\/how-to-measure-hr-effectiveness\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.aihr.com\/"},{"@type":"ListItem","position":2,"name":"How To Measure HR Effectiveness: 16 Most Important Metrics To Track"}]},{"@type":"WebSite","@id":"https:\/\/www.aihr.com\/#website","url":"https:\/\/www.aihr.com\/","name":"AIHR","description":"Online HR Training Courses For Your HR Future","publisher":{"@id":"https:\/\/www.aihr.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.aihr.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.aihr.com\/#organization","name":"AIHR | Academy to Innovate HR","url":"https:\/\/www.aihr.com\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.aihr.com\/#\/schema\/logo\/image\/","url":"","contentUrl":"","caption":"AIHR | Academy to Innovate HR"},"image":{"@id":"https:\/\/www.aihr.com\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/analyticsinhr\/","https:\/\/x.com\/AnalyticsinHR","https:\/\/www.linkedin.com\/company\/analytics-in-hr","https:\/\/www.youtube.com\/channel\/UCkGTJyIqAzQ5QIAkzLUW-Tg"]},{"@type":"Person","@id":"https:\/\/www.aihr.com\/#\/schema\/person\/d71348424f2bda8ed3c6cfc8b5259c6a","name":"Shani Jay","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.aihr.com\/wp-content\/uploads\/Shani-Jay-Profile-96x96.jpg","url":"https:\/\/www.aihr.com\/wp-content\/uploads\/Shani-Jay-Profile-96x96.jpg","contentUrl":"https:\/\/www.aihr.com\/wp-content\/uploads\/Shani-Jay-Profile-96x96.jpg","caption":"Shani Jay"},"description":"Shani Jay is an author &amp; internationally published writer who has spent the past 5 years writing about HR. Shani has previously written for multiple publications, including HuffPost.","url":"https:\/\/www.aihr.com\/blog\/author\/shani-jay\/"}]}},"_links":{"self":[{"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts\/113291","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/users\/2952"}],"replies":[{"embeddable":true,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/comments?post=113291"}],"version-history":[{"count":3,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts\/113291\/revisions"}],"predecessor-version":[{"id":277097,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/posts\/113291\/revisions\/277097"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/media\/277082"}],"wp:attachment":[{"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/media?parent=113291"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/categories?post=113291"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.aihr.com\/wp-json\/wp\/v2\/tags?post=113291"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}