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Unlock HR Success with Essential Measures

 In the post-COVID hybrid work era, HR technology adoption for efficiency, talent acquisition optimization, holistic performance management, and alignment of employee engagement are all critical to success when it comes to HR metrics.

HR metrics are measurable measurements that are used to evaluate several facets of an organization's human resources function. These metrics facilitate the tracking and analysis of important indications pertaining to workforce performance, employee engagement, talent acquisition, retention, and overall HR effectiveness for HR professionals and organizational leaders. The value of HR metrics is found in their capacity to facilitate strategic decision-making and offer data-driven insights.

The four main topics that businesses can include in their HR metrics to manage employee journeys and maintain organizational success are listed below.


Metrics measuring employee engagement that match organizational objectives with workforce

Measuring and maintaining employee engagement levels has become more crucial in the post-COVID era of hybrid work. This is especially important for service-oriented companies like insurance, whose organizational excellence and productivity greatly depend on their human resource. In this environment, companies need to adopt new digital tools and solutions that facilitate improved workforce cooperation, improve methods of working, increase workplace flexibility, and motivate workers to give their best efforts. Although metrics for employee engagement and satisfaction have long been tracked, the setting of hybrid working has greatly raised the importance of these metrics. HR directors need to make sure that these measurements are prioritized in accordance with the overall purpose of leaders' key performance indicators (KPIs) and that they are in line with the business objectives of the enterprise.

Focussing on better hiring practices and keeping an eye on retention rates

Larger organizations must adjust to changes brought about by the emergence of new technology in the workplace in order to draw and keep talent. This is important because these processes come at a significant expense. Being flexible is essential, which forces organizations to reconsider and modernize their time-honored hiring practices. It becomes crucial to assess metrics like time-to-hire, cost-per-hire, and hire quality in order to assess how effective talent acquisition is. At PNB MetLife, we prioritize a well-rounded approach to sourcing techniques and use digital hiring procedures to expedite the hiring process. We also keep a careful eye on retention and attrition rates across various levels of the hierarchy, taking proactive measures to solve problems by putting interventions like coaching or training into place. The efficiency of the organization as a whole depends on consistent efforts in these areas. Such concentrated efforts, in my opinion, are required consistently to be effective across the organisation.

Effective training and development underpin holistic performance management

Acknowledging that a contented and driven staff is more dedicated to attaining the organization's objectives, it is critical that the performance management system suitably acknowledges each worker's unique performance and contribution, inspiring them all to pursue excellence. In order to achieve this, team performance and individual contributions must be evaluated impartially, with no space for prejudice or subjectivity. Setting individual Key Result Areas (KRAs) that are connected to the organizational goals using the SMART framework, establishing clear performance expectations, and giving employees regular feedback are some noteworthy measures that must be included in the performance management system, even though they may seem like a no-brainer in the company strategy.

Furthermore, to ensure that this process is completed logically, individual skill gaps or needs that must be filled in order to meet business objectives should be addressed through specialized internal training and development programs. Care should be taken to evaluate the results of all development initiatives that are carried out.

Applying automation and technology in HR to improve operational efficiency


Finally, and perhaps most critically, HR must undergo a substantial technical transformation in order to stay up to date with the rapid speed of digitalization across all businesses. It is now standard procedure to integrate HR technology solutions that use cloud-based and cutting-edge software to automate HR tasks. However, in order to analyze the business impact that automating HR workflows and procedures creates, organizations must also evaluate the efficacy and efficiency of these HR technology solutions. Notably, it's critical to evaluate how these solutions improve the eNPS score and to approach employees as clients for the HR department. 

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