Human Resources (HR) Metrics

HR Metrics Proposal
There is a saying that an organization is only as good as the talent behind it.
Organizations often use metrics to measure and monitor employees, and metrics may
vary depending on what is being measured. Although metrics allow leadership to assess
individual, team, and organizational performance, using too many metrics is often
unnecessary and difficult to maintain short term and long term.
Case Scenario
To date, your HR department has not developed or implemented HR metrics. For this
assignment, prepare an HR metrics proposal for the chief financial officer (CFO) for
consideration. Your proposal must identify eight to 10 specific HR metrics that demonstrate the impact it has on the business. Remember, collecting data and calculating
metrics is time-consuming and expensive; it is important to focus on the metrics that
matter most. There are several categories and individual metrics to choose from such as
workforce productivity; employee engagement; recruitment (e.g., new hire turnover, costper-hire, time-to-hire, referral rates, etc.); retention (e.g., overall employee turnover,
performance turnover, etc.); overall HR costs; employee satisfaction; compensation and
benefits; and others.
Prepare your HR Metrics Proposal using the template attached.
• Examine 10 specific HR metrics.
• Define each HR metric.
• Provide the formula.
• Evaluate the collection method that should be used for each metric.
• Evaluate how the data should be gathered.
• Recommend how often these metrics should be collected and reported (monthly,
quarterly, or annually).
• Recommend to whom the metrics are to be presented.
• Explain how these metrics are relevant.
• Explain how these metrics impact the business.
Must be five double-spaced pages in length (not including title and references pages) and
formatted according to APA style