PART-1S. NoHR FunctionMetricsReasoning1Learning & DevelopmentTraining costsum that can be compared with competitors and similarly sized companies to see the size and activity of your departmentTraining recipientswho is undergoing the training and is it worth the costTime spent trainingmeasures efficiency of trainerTraining Evaluation & Feedbackchecks if the training was of any value

2Onboarding & Induction processRetention RateEvery organization should aim to maximize retentionFeedbackLook for scope for improvement and impact of processEssential onboarding elements deliveredhigher figure increases productivity Average no of days after offer acceptance before onboarding beginsNumber of days utilised in accelerating employee to become job ready.Hires who left within 6 monthsHigher figures indicate inefficient and flawed onboarding system.

3Compensation SystemsOffer Acceptance Ratekey indicator showinghow successful the Organization is in attracting new employees and the attractiveness of compensation and benefits programsHigh Performer Voluntary Turnover Rate High Performer Voluntary Leaves due to compensation / HeadcountCompensation Revenue FactorThis metric describes how much was invested to employees' compensation in order to generate revenue (net sales)Compensation Expense Percentdescribes how much was paid to employees as a percentage of overall operating expenses

4Performance ManagementBusiness-impacting parametersChecking if business goals are linked to performance.Number of employees are ambigous about their goalsChecking if goals are specific.Number of goals which exceeded time limitChecking if goals are timely.Level of abstraction/transparencyChecking transparency of the PMS system.

5Employee Growth and ProgressionYears spent in current roleFinds out the current career stage of the employee.what employee wants to do and what he is currently doingFinds the gap between the expectation and current role of the employee.Attrition (job dissatisfaction)Shows if career progression is ineffective.

6Employee Grievance ManagementAverage number of days taken to redress grievancesEfficiency of process.Total number of grievances receivedHow happy are employees with current processes.Employee satisfaction ratingHow effective was the grievance redressal mechanism.

7Exit Management ProcessCapability Analysis Finding a suitable replacement.% adherence to time lineSmooth transitioning of responsibility.Exit SurveyFinds out reason of exit.Time taken for Exit formalities (PF settlement, etc.)Efficiency of process.

8Succession PlanningPercentage of positions with ready replacementsprevents loss of time and moneyPriority positions that have limited or no successorschecks where current employees stand in terms of skills and learningPercentage of positions covered by succession plan processgood identification of critical positions of companyNumber of positions filled internally vs externallyHigher number signifies a good succession planning process implemented by the complany

PART-2S.No.MetricReasons of requirement in HR Dashboard1Reporting Manager-Span of ControlAddress cost & structure of management staff...Gives an idea whether the management is top heavy or too stretched and evaluating this trend over a period of time gives insight into the affect on business this has...Organization can adjust & optimize by increasing span of control where workers perform better with less management intervention or decrease span of control with entry level workers who need more guidance...Results in optimal cost structure and more productive workers.2Wage Cost/ Overall HR Expenditure High wage cost indicates a well paid labour force but also suggests that a major chunk of the expenses of the organization go into paying the labour as compared to other activties...Low wage cost may indicate a dissatisfied workforce in case of a large workforce or may also indicate a low workforce with no impact on employee satisfaction level.3Gross Revenue per PersonRevenue per employee is a measure of how efficiently a particular company is utilizing its employees... Relatively high revenue per employee is a positive sign that suggests the company is finding ways to squeeze more sales (revenue) out of each of its workers... Low revenue per person suggests that the labor force might be extensive or productivity is faltering.4Organisational Strength/Number of HR EmployeesThe metric helps to measure HR Effectiveness... It helps to downsize/upsize the HR department to a suitable number...The appropriate ratio is between 1:100-1:200, depending on the level of the organisation.5Number of Customer Facing Staff/Number of Support Staff1. This metric helps in determining the efficiency of the front end staff... It helps to ascertain the staff requirements... It is an indication of the actual might of the company... This ratio shouldn't be either too high or too low. A high ratio will indicate that the organisation does not have enough support function and a low ratio will prove to be costly to the organisation.6% Roles for which successors identifiedThis metric helps to assess the readiness of the organisation for succession to a position... This ratio gives a fair idea about the prospective vacancies in the organisation. 7% employees exiting organization after 5 years tenure If the percentage is high that can mean the growth opportunites might be low in the organization. He might not be compensated well by the organization... If the percentage is low that means the appraisal systems in the company is doing good.8% employees handing same role> 3 years If the percentage is high, the appraisal rating system has not done justice to ratings. The company might not have rotated his job... If the percentage is low, it indicates that employee is engaged and his/her job is rotated at regular intervals. 9% of offers rejected / offer madeIf the percentage is high, it can be because of the poor way applicants were treated during the screening and selection process, cancelled or postponed interviews, dull interviews with repeat questions, and delayed hiring decisions send a negative message to candidates... If the percentage is low it means that the above matters were handled well.10% of candidates hired through placement consultants If the percentage is high it may be be due to sudden increase in the attrition in the company and the company wants to hire quickly... Or it can be due to the fact that the company got a project which requires specialized people which the company does not have enough pool of employees.