Transforming HR Functions:
The Impact of HR Analytics and 6 Essential KPIs

Table of Contents

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The Human Resources (HR) function is undergoing a transformative journey in an era of unprecedented change and digital acceleration. As the guardian of an organisation’s most valuable asset—its people—the HR department is embracing the power of analytics to drive informed, strategic decisions and foster a culture of continuous improvement. This paradigm shift from traditional, intuition-based decision-making to data-driven strategies is ushering in a new era for HR, termed HR Analytics.

At the heart of HR Analytics lies the power to distil vast amounts of data into actionable insights that can profoundly impact an organisation’s operational efficiency and bottom line. It presents opportunities to identify patterns, predict trends, and fuel more intelligent decision-making processes. However, amid a deluge of potential data points, the key to successfully leveraging HR Analytics lies in narrowing the focus to a select set of meaningful and relevant Key Performance Indicators (KPIs).

In this discourse, we delve into six essential HR KPIs that are a strong foundation for any HR Analytics endeavour: Hiring Cost per Employee, Management Cost Per Employee, Development Cost Per Employee, Attrition Rate, Experience Index, and Performance Index. Understanding these metrics, and the fundamental data and processes required for each, paves the way for successful and impactful HR Analytics.

However, before progressing to advanced analytical techniques like predictive analytics, it’s crucial to grasp these fundamentals fully. In the journey of HR Analytics, solid groundwork in understanding and tracking these KPIs ensures that your organisation is ready to embrace the power of advanced HR analytics technologies in the future.

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The Six Key HR Analytics KPIs

A clear, concise set of KPIs serves as the compass guiding the implementation and interpretation of HR analytics. Let’s examine the six crucial KPIs that can provide actionable insights to enhance your organisation’s HR strategies when correctly tracked and analysed.

1. Hiring Cost per Employee

This metric offers an insightful understanding of the cost of hiring a new employee, encapsulating external and internal costs related to people, systems, and third-party vendors. This KPI is essential in assessing the efficiency and effectiveness of your recruitment processes and strategies. By quantifying the cost of each new hire, this metric provides insights into the efficiency of the recruitment process and helps identify areas for improvement.

2. Management Cost Per Employee

The Management Cost Per Employee metric focuses on the total administrative cost associated with each employee. It includes all expenses linked to people, systems, and internal and external vendors. Understanding this KPI is pivotal in optimising management processes and increasing operational efficiency. Quantifying the cost of each new hire, this metric helps identify areas for improvement.

3. Development Cost Per Employee

This KPI encapsulates the total expenditure on an employee’s professional development, accounting for costs related to people, systems, and external vendors. Monitoring this metric ensures that employee development initiatives are cost-effective and provide a strong return on investment. By measuring each employee’s professional development cost, organisations can assess the effectiveness of their training programs and adapt them for a better return on investment.

4. Attrition Rate

The Attrition Rate is a vital KPI that showcases the percentage of employees who leave the company each year. Keeping a close eye on this metric can help organisations understand employee retention capabilities and develop strategies to enhance employee engagement and retention. The attrition rate indicates employee retention capabilities and offers insights into workforce satisfaction and organisational culture.

5. Experience Index

The Experience Index represents the overall satisfaction index of employees, calculated based on their responses to surveys covering various aspects of their work-life. This KPI can provide profound insights into employee engagement and morale, driving improvements in workplace culture and employee satisfaction. This index gives a comprehensive view of employee satisfaction, guiding HR policies to improve work conditions, boost morale, and increase productivity.

6.Performance Index

Finally, the Performance Index reflects the average performance rating of an employee, determined by their annual evaluations. This KPI is crucial in assessing overall workforce productivity and identifying areas for improvement. The Performance Index measures employee productivity and effectiveness, serving as a yardstick for individual and team performance.

These six KPIs form the backbone of HR analytics, and understanding them is a critical first step in harnessing the power of data to transform HR functions. In the subsequent sections, we will delve deeper into these KPIs, exploring their significance, the fundamental data requirements and processes needed, the current maturity level of each KPI in an organisation, and the technology required for accurate visualisation.

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These six KPIs form the backbone of HR analytics, and understanding them is a critical first step in harnessing the power of data to transform HR functions. In the subsequent sections, we will delve deeper into these KPIs, exploring their significance, the fundamental data requirements and processes needed, the current maturity level of each KPI in an organisation, and the technology required for accurate visualisation.


How to Use Six Key HR KPIs to Transform Your HR Function

To use these KPIs effectively, you need to consider three aspects:

  • Data: You need to have reliable and relevant data sources and processes for each KPI.
  • Maturity: You need to assess the current maturity level of your HR analytics function for each KPI.
  • Technology: You must invest in advanced HR analytics tools to accurately visualise each KPI.

In the following sections, we will cover these aspects in detail for each of the six KPIs, providing you with a comprehensive guide on how to use these KPIs to transform your HR function.

Hiring Cost per Employee

Hiring Cost per Employee is a critical HR KPI representing the total expense of hiring a new employee, including external and internal costs associated with recruitment processes, systems, and third-party vendors. By providing a quantifiable measure of the cost-effectiveness of the recruitment process, this metric can help organisations streamline their hiring strategies and allocate resources more efficiently.

Required Data and Processes

Organisations must collect detailed data on all costs related to the hiring process to calculate this KPI accurately. This includes costs associated with job postings, screening tools, interviewing, background checks, onboarding, and recruitment agency fees, if applicable. Moreover, a transparent process must be established for consistent and accurate data collection, ensuring all costs are documented and categorised appropriately.

Evaluating Current Maturity Level

Assessing the current maturity level of your company’s framework for this KPI involves evaluating the comprehensiveness and accuracy of your hiring cost data collection and the sophistication of your analysis. This may range from a basic level, where only significant costs are considered, to a more mature stage, where all associated costs are accounted for and used to drive strategic hiring decisions.

Technology Requirements and Visualisation

The proper technology is essential for efficient data collection, accurate calculations, and effective visualisation of the Hiring Cost per Employee. HR analytics platforms that offer customisable dashboards can visually represent this KPI, enabling HR leaders to monitor hiring costs over time and make data-driven recruitment decisions.


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