To assess the level of growth of a company, it is necessary to have HR indicators capable of measuring the quality of the activities carried out. Having this information at hand can help the manager make decisions that contribute to the development of the business.
To do this, there are several methods that seek to facilitate the identification of team productivity results according to each activity.
However, it is essential to know and also determine which ones are best to be used by the organization.
After all, the best organizations do not rely solely on one or another specific indicator. In fact, when faced with a list of dozens, they choose the one that best suits their reality.
In your HR department, what indicators are used? Have you stopped to think about the importance of knowing them in order to correctly choose the most appropriate ones for your operation?
In this comprehensive guide we list the main HR indicators, explaining each one so you understand which ones are appropriate for your business. Let's go!
What are HR indicators?
HR indicators are used to improve management of the Human Resources sector. They are data and metrics that help improve planning and avoid side effects in decision-making.
The purpose of using them is to indicate whether management is brazil whatsapp data below, within or exceeded expectations, as well as whether or not the proposed objectives have been achieved, also understanding what is necessary to improve the operation.
These HR indicators are essential for monitoring the progress of processes, as well as identifying which activities are in perfect harmony and which need to be optimized.
However, it is necessary to define the correct indicators to implement improvements in work routines.
Human resource performance indicators have some features to provide inputs that are easy to access and use, especially when it comes to the Human Resources sector.
In order to drive efficiency and optimization in a company, they must be:
Concrete : The indicator needs to demonstrate tangibility, as well as contain a specific objective;
Measurable : Indicators must be measurable, because if they cannot be measured, they are not indicators at all;
Achievable: These metrics should present data and information that is real. That is, their numbers should be clear and demonstrate certain facts;
Relevant: you only need to monitor what is really significant. You should not waste time on indicators that do not contribute to the company's development.
What is the importance of monitoring HR indicators?
Tracking your HR (and any other) KPIs is critical to the success of your business. You see, KPIs are much more than just numbers on a chart.
In fact, indicators allow you to understand the level of performance of the company, to guide your decision-making and assist in critical adjustments to your execution.
In general, we can summarize the importance in the following points:
Helps monitor the “health” of the company: indicators are a way to monitor the vital signs of the organization.
To measure progress over time: By defining the best HR metrics, you can understand exactly how your industry, employees, and projects are progressing (or regressing!) over the course of days, weeks, and months.
To make adjustments and stay on track: In addition to your results, you also need indicators to know when you are in danger of not achieving your goals, at least before it is too late.
To solve problems and map opportunities: By tracking the right HR indicators, you can gain the right insights in real time to solve problems or find opportunities.
To analyze patterns: By keeping a constant measurement of KPIs (monthly, quarterly, etc.), your company can detect patterns, both positive and negative, and work on them effectively.