There are many non-financial Key Performance Indicators (KPIs) that may be relevant to your business, below we have included some of the KPIs that are commonly used to track and monitor and control Staff / Workforce Management.
As with all KPIs and goals in general, ‘less is more’, so ideally you will select the handful of KPIs that are of greatest importance to the business to track and report on at top level management. The further down the organisation you go, some of the more granular KPIs are likely to be ideally for middle or junior level management and of course for staff on the ‘shop floor’.
The list below is not intended to be comprehensive; this is provided purely to help with the process of selecting those KPIs that are most relevant to your unique circumstances.
Definition: The percentage of employees leaving the company over a specific period.
Importance: High turnover can indicate dissatisfaction and can lead to increased recruitment and training costs.
Definition: The percentage of workdays missed due to unplanned absences.
Importance: High absenteeism can disrupt production schedules and affect overall productivity.
Definition: A measure of how engaged and motivated employees are, often gathered through surveys.
Importance: High engagement typically correlates with higher productivity and job satisfaction.
Definition: The average number of hours spent on training per employee.
Importance: Indicates the company’s commitment to skill development and continuous improvement.
Definition: The amount of output produced per employee over a specific period.
Importance: Higher productivity reflects effective workforce management and utilization.
Definition: A measure of employee satisfaction, usually obtained through surveys.
Importance: High satisfaction levels can lead to better retention, higher morale, and improved performance.
Definition: The number of work-related accidents or health issues reported.
Importance: A lower number indicates a safer work environment, which is crucial for employee well-being and regulatory compliance
Definition: The average time taken to fill a vacant position.
Importance: Shorter times to hire can reduce downtime and help maintain production continuity.
Definition: An assessment of the skill levels across the workforce.
Importance: Helps identify skill gaps and training needs to ensure the workforce is capable and adaptable.
Definition: The total number of overtime hours worked by employees.
Importance: Excessive overtime can indicate understaffing or inefficiencies and can lead to burnout.
Definition: The percentage of positions filled by internal candidates.
Importance: High internal promotion rates can indicate strong career development opportunities within the company.
Definition: The percentage of employee feedback that is acted upon.
Importance: Reflects how responsive management is to employee suggestions and concerns.
Definition: Measures of workforce diversity and the effectiveness of inclusion initiatives.
Importance: A diverse and inclusive workforce can enhance innovation and improve company culture.
Definition: The percentage of key roles with identified succession plans.
Importance: Ensures business continuity and preparedness for future leadership needs.
Definition: Measures the likelihood of employees recommending the company as a place to work.
Importance: A high eNPS indicates strong employee advocacy and satisfaction
