5 Important Human Resources Metrics For Strategic Impact

There are many important human resources metrics that make strategic impacts on workplaces. These metrics help companies track their human capital and measure the effectiveness of their human resources initiatives. By tracking these metrics, organizations determine their future HR strategies, recognize what’s working well and what’s not. As an HR professional, harness these metrics to predict future trends and monitor their impact on your business. Read on to discover several important human resources metrics for strategic impact.

Employee Approval

Understanding employee approval levels offers you a solid indication of employee engagement and productivity. In fact, this metric is crucial for engagement and business performance. Use employee engagement surveys to track this metric and take necessary steps to increase it. This way, you attract and retain higher-quality talent, which has a significant impact on business performance. You can also integrate time management tracking systems to improve productivity as well. Surely, employee approval provides key insights into employee engagement and productivity.

Training Return on Investment (ROI)

Measuring training ROI demonstrates the amounts of capital spent on training and whether they’re paying off. Calculate this metric by tracking performance metrics such as sales performance or customer satisfaction. Then, compare the results with your training spending amounts to determine the training’s effects on productivity. This way, you maximize the value of your training spending while increasing the quality of your employees. Absolutely, measuring training ROI enables more efficient training spending methods.

Revenue Per Employee

Tracking revenue per employee is one of the most effective ways to measure the productivity of your employees. In fact, many CFOs accept it as an industry standard productivity metric. It tracks the revenue output of your business’s workforce, with better workplaces producing higher values. Calculate this metric by dividing your total yearly corporate revenue by the average number of full-time employees. Additionally, all the necessary information for these calculations is publicly available, and can be found online. This makes it easy to compare the profit vs revenue per employee of different businesses within the same industry. Certainly, tracking revenue per employee provides robust insights into employee productivity and any competitors.

Goal Tracking

Goal tracking allows measurement of employee performance in real time. Often, goal tracking software is included in performance management platforms. Using this software, you see the goals employees have set and how they connect to the larger goals of the company. Additionally, their progress toward these goals is displayed. This way, you precisely track the impact of individual employees’ tasks and projects on your company’s bottom line. Definitely, goal tracking offers detailed insights into the performance of individual employees.


Absenteeism is often an indicator of employee dissatisfaction and a harbinger of turnover. Tracking this metric provides necessary insights for preventing long-term absences, which can be costly. Typically, individual differences between managers and departments are indicators of potential problems. Mitigate these differences to maintain low levels of absenteeism and a productive, efficient workplace. Of course, tracking absenteeism reduces costly long-term absence and turnover rates.

There is a myriad of important human resources metrics for strategic impact. For example, employee approval ratings are metrics providing key insights into engagement and productivity. Training ROI reduces costs by enabling more efficient training spending. Tracking revenue per employee offers robust productivity and competition insights. Goal tracking provides detailed insights into employees’ individual performances. Finally, measuring absenteeism significantly reduces often costly long-term absence and turnover rates. When searching for important human resources metrics to for strategic impact, consider the metrics described above.

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