HR KPIs for SMEs


​Several are shared KPIs that the HR Head shares with the IT Head, Finance Head, Sales Head, and Ops Head.  

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Human Capital Value Added

Human Capital Value Added (HCVA) is a measure of the extent to which employees add value to the business.

HCVA = Revenue - (Total Costs - Employment Cost) / Full Time Employees

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Revenue per Employee

Revenue per employee is an indicator of how much revenue is generated per employee, & therefore an important productivity ratio. 

Revenue per Employee = Revenue / Number of (full time equivalent) Employees

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Employee Satisfaction

Employee satisfaction index is a measure of how satisfied employees are. Depending on the organisational priorities, it can include measures such as leadership, career progression, training, company culture, conditions and pay. 

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Employee Engagement Level

​Employee engagement level is a measure of how engaged employees are in their job. Depending on the organisational priorities measures could include recognition, goal clarity, contribution, workplace support, learning, etc.

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Staff Advocacy Score

Staff advocacy score is a measure of the extent to which employees are advocates of the business. It can be measured by asking a simple question: "How likely is it that you would recommend this company as an employer to a friend?” We are adding this question to our engagement study in 2016. 

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​Employee Churn Rate

Employee Churn Rate is a measure of the level of staff retention in a business.

Employee Churn Rate = Total number of leavers over period / Average total number employed over period

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Average Employee Tenure

Average Employee Tenure is a measure of the time employees tend to stay with a particular company. Employee tenure can provide insights into employee loyalty, employee satisfaction as well as the freshness level of the workforce.

Average Employee Tenure = Sum of all tenures / number of full-time employees

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Absenteeism Severity Factor

Absenteeism Severity Factor is a measure of the level of unauthorised employee absence from work.

Absenteeism Factor = Dt x Et x Et
where
Dt = Total number of days of unplanned absence
Et = Total number of individual spells or episodes of absence

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Employee Core Competency Profile

Employee core competency profile is an indicator that helps companies understand the extent to which they have the appropriate skills and competencies. 

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Performance Review Completion Ratio

Performance review completion factor is a measure of the extent to which employees receive regular performance and career development reviews.

Performance Review Completion Factor = (Rc / Ra) x 100
where
Rc = total number of performance reviews completed in a given time period
Ra = total number of employees that should have received a performance review in that same time period

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Salary Competitiveness Ratio

​Salary competitiveness ratio is a measure of how competitive the current salary is that a company offers for specific job roles. Salary competitiveness can be measured against specific competitors or against the general market.

Salary Competitiveness Ratio (competitor) = Salary offered by your company / Salary offered by your competitor

Salary Competitiveness Ratio (industry) = Salary offered by your company / Average Salary offered  in the industry or sector

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Executive to Employee Pay Ratio

​Executive-to-Employee pay ratio is a measure of the gap between top level and entry level remuneration, & therefore an indicator of remuneration fairness.

Executive-to-Employee Pay Ratio = (Px / Pe) / 1
where 
Px = CEO Pay and 
Pe = Pay for lowest paid worker

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Time to Hire

Time to hire is a recruitment indicator that shows how long it takes to fill vacant posts.

​Time to Hire = Elapsed time between time of posting and start date

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Time Lost due to Accidents or Injuries

Time lost due to accidents or injuries is an indicator of safety in the operational environment of a business and indicates the risks of accidents.

Time Lost Due to Accidents or Injuries = number of man days lost due to accidents or injury in a period/total hours worked in this period

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Strategy Awareness Level

Strategy Awareness Level measures the percentage of the workforce that are aware of the corporate (or business unit) strategy. Strategy Awareness Level is usually measured as part of an employee survey or a performance review.

​Strategy Awareness Level = (Employees that are aware of the strategy / Number of Full-Time-Equivalent Employees) x 100

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Average Applications to Open Posts

Average applications to open posts helps to measure how attractive a company is as a potential employer.  It is compared across sectors.