Jul 15, 2008

KPI Metrics for HR Generalists

Praveen, a good friend of mine who works with a global IT consulting firm in Hyderabad called me up yesterday to ask me:

What would be metrics that a HR Generalist would need to keep in mind, apart from retention and attrition metrics?

While I couldn't think of any then, here are some that came to my mind later on. Am blogging about it so that Praveen can read it and I'd invite other readers to hop in and share what they think about them. In case you are a HR generalist then I'd like to hear from you what are the metrics that are Key Performance Indicators in your view.

1. Orientation Metrics - How soon can people start being productive after they join. These would be subjective measures usually, but can be objective for certain jobs - How many days/months it takes for the new accountant to process invoices to a standard etc.

2. Development Metrics - These would depend on the nature of the industry - but a generalist could be evaluated on how many employees get promoted or are on the fast track development program as part of the talent management process.

3. Bench metrics- This is related to point 2 above but needs to be seen as a business metric more. How many people are there who are ready to take over the key roles in the business if the current incumbent does not come to office tomorrow.

What would you add to the mix?