Organizations nowadays implements various HR programs and initiatives just to engage their employees.  They even employ several tools to study them and observe their work patterns, behavior and traits in order to predict positive outcomes that lead to higher productivity. They use common HR metrics that guide them into understanding the effectiveness of HR programs and initiatives in managing their people. These HR metrics also provide the information of managements weaknesses that need fixing. Costs and benefits, advantages and disadvantages of every program can also be seen in these HR metrics as well as on-boarding performance, attrition, and costs of employee training.

Gethppy.com listed some key HR metrics that are commonly used for HR analytics.
1. Revenue per employee (This method divides business earnings by total number of employees.)
2. Offer acceptance rate (The number of formal job offers divided by the number of opportunities made.)
3. Training expenses per employee (Total costs of training divided by the number of employees.)
4. Efficiency of training (Considers improved performance in test scores, performance improvement, and promotion)
5. Rate of voluntary turnover (Number of employees who voluntarily left divided by total number of employees)
6. Turnover involuntary rate (Number of dismissed employees divided by total number of employees)
7. Time to fill (Time required to fill in a vacant job or position from job posting to successful hiring of a person.)
8. Time to hire (Time between a candidate is tapped before he accepts the offer.)
9. Absenteeism (A measure of productivity calculated by dividing days that are missed by total number of workdays.)
10. Human capital risk (The absence of skill needed to perform a specific job and the lack of skilled workers to fill leadership roles).

Gethppy.com also provided tips how to use these HR analytics effectively.  Frist, it suggests to track only metrics that align with business objectives. Second, to make sure all relevant stakeholders get the information they need. Third, combine HR metrics with business metrics to find the right balance. Lastly, to decide which of these metrics supports company culture.