HR Metrics Professionals Must Follow

01 November 2021 | 4 Minute
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HR Metrics Professionals Must Follow

Many companies consider human resources metrics when creating their business strategies and goals. In this process, managers request various reports from human resources experts about certain metrics for human resources. In line with these reports, the managers who make the necessary data examinations organize the company's strategy and goals. For this reason, it is very important for human resources specialists to both follow the relevant HR metrics and prefer appropriate methods and tools in this process. As Sorwe, in this article, we have listed the HR metrics that human resources professionals must follow for you.


  • Talent Detection

Companies need employees with appropriate competencies for both their goals and strategies and their current business processes. Human resources specialists should carry out talent identification and evaluation processes in order to determine the competencies of the existing employees in the companies, to use their competencies effectively in the right positions, and to plan the necessary training and development programs. Thus, the compatibility of current company goals and strategies with employee competencies is evaluated.

It is very important for human resources specialists to have appropriate and effective talent management in order to ensure the harmony between company goals and strategies and the talents of the employees. In talent management, which consists of various stages, human resources specialists need to determine the most appropriate practices and strategies for each stage.


  • Recruitment

Planning for company needs may require recruiting new talent. In line with the company's goals and strategies, human resources specialists must manage all necessary processes to discover employees with appropriate competencies and qualifications, carry out recruitment processes, and adapt them to the working environment. In addition to determining the appropriate competencies and bringing them to the company, the optimum employment capacity needed in the recruitment process should also be evaluated.

Although the recruitment metric is seen as meeting the needs of a company with the appropriate competencies at the right capacity, it is also very important for the development of the company culture. For this reason, human resources specialists should benefit from appropriate recruitment solutions in all HR activities, from the evaluation of new candidates to the orientation phase in this process.


  • Employee Engagement

Employee engagement is an HR metric that provides not only the continuity of current employees in the company but also the appropriate conditions for high performance and productivity depending on company goals, strategies, and values. Employee engagement, which also affects companies' customer satisfaction, product and service quality, is one of the HR metrics most considered by human resources professionals. There are many factors that determine employee engagement such as satisfaction, internal communication, and motivation. For this reason, human resources professionals need to use various methods to measure, evaluate and increase employee engagement.

In order to increase the engagement of your employees, it is necessary to determine the factors that affect the engagement of the employees first. At this stage, human resources professionals can evaluate factors such as employee performance, competence, and satisfaction with employee engagement surveys. Then, they can apply various solutions for processes such as internal communication, performance management, and feedback to increase employee engagement.


  • Performance

The success and continuity of companies largely depend on the performance of their employees. For this reason, human resources specialists periodically evaluate the performance of employees. Today, there are various methods to evaluate employee performance. The common feature of these methods is to reveal the strengths of the employees or the aspects that need to be developed with concrete data. With performance evaluation, managers determine the potential and development processes of employees appropriately, increasing both productivity in business processes and employee motivation and satisfaction.

In the process of evaluating employee performance, which plays an important role in company effectiveness, it is very important for human resources experts to determine the necessary criteria and choose appropriate evaluation methods. Employee performance, which is evaluated with the selected method, is evaluated according to the determined criteria, and planning is made for the development of performance and competencies depending on the feedback given to the employee.


  • Training and Development

Although the competencies of the current employees of the companies are suitable for the company's goals and needs, the pace of competition and development in today's business world may require the human resources of the companies to be equipped with different and new competencies. For this reason, it is very important for both the company and the employees that companies train and develop their current employees in the direction they will be needed depending on their future plans.

In this process, human resources specialists not only determine the aspects that the employees need to develop, but also create the planning that will enable them to gain appropriate competencies in line with the company's goals and strategies. For an effective training and development process, besides identifying training needs, appropriate tools must be determined, the training process must be planned, monitored, and evaluated.,


  • Internal Communication

There is a constant and intense flow of information between departments and employees in companies. In addition to transforming the information flow between employees and departments into a faster and easier process, internal communication also helps to carry out business processes more motivated and efficient by covering the mutual relations between employees and between units. Effective internal communication is also effective in strengthening employee engagement and developing company culture.

In order to ensure effective internal communication in companies, professionals need to benefit from appropriate tools, methods, and strategies. Especially today, innovative internal communication solutions that can be integrated with digital technologies enable companies to maintain internal communication processes much more effectively.

  • HR Software

Companies can maintain their human resources processes much faster and easier thanks to the HR software that has emerged with the effect of technological developments. Thanks to HR software that minimizes the operational workload in human resources processes and activities, human resources specialists can save time and workforce. Although the needs and size of the company are taken into consideration when choosing HR software, the effectiveness of this software is evaluated by human resources specialists.

We have listed the HR metrics that human resources professionals should follow above for you. The functioning of each metric can be separated from each other. You can maintain more effective and efficient HR processes in your company by taking advantage of the new generation Sorwe solutions for relevant HR metrics. You can contact us for more detailed information about Sorwe solutions.

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