Employee productivity rate: Although this metric is hard to calculate, it says something about the capacity of growth in terms of production of human capital.

Employee satisfaction index: Employee satisfaction is measured through employee attitude and engagement surveys. Dissatisfaction is an important cause for employee turnover.

Employee engagement index: Employee engagement is also measured through attitude or engagement surveys. High employee engagement predicts higher productivity, better customer service, lower turnover, and many other relevant and positive outcomes.

Employee innovation index: Innovation is also measured through attitude or engagement surveys. Innovation is more and more often a key driver of business success. It’s the role of HR to enable this innovation.

Internal promotion rate: This KPI is measured by dividing the number of senior functions that were filled through internal promotion by the total number of senior positions filled. Internal hires are often up to speed faster, reduce the risk of a bad hire, and stay longer in the job.

Net Promoter Score: A Net Promoter Score (NPS) is an excellent way of measuring to what degree someone would recommend a service or business to another person. To find out how satisfied employees are with HR’s services, you can measure the NPS of HR. Using the NPS, you can also measure to what degree people recommend to work for the organization. Depending on your strategic goals, NPS can be a solid HR KPI.

Percentage of cost of the workforce: This is a metric that takes the cost of the workforce and divides it by the total cost faced by the organization. This KPI, although not often employed, could be used for cost reduction purposes or to help improve automation/robotization in an organization.

Quality of hire: The quality of hire is the percentage of new hires that are given a good rating by their manager during their performance review. Quality of hire indicates how effective HR is in recruiting and selecting candidates. Consistently maintaining a high quality of hire rating enables the organization to reach its strategic goals.

Turnover rate: Turnover is a very common metric and also an important KPI, as high turnover can be very costly.

Training effectiveness: Training has to be effective to reach its goal(s).

90-day quit rate: Sometimes also the 360-day quit rate. This is the number of hires that leave within 3 months or a year. A double-digit percentage is already very bad. It’s HR’s job to recruit the right people. Failing to do so will have a negative measurable impact on organizational effectiveness. This is a key recruitment KPI.