As HR’s strategic role strengthens, it has become essential to evaluate human resources using measurable, objective indicators. Well-chosen HR KPIs (Key Performance Indicators) make the efficiency of HR processes visible, enabling leadership to make informed development decisions.
The goal is not data accumulation, but the creation of indicators that truly reflect corporate objectives – supporting leadership performance, retention, cost optimization, and increased employee satisfaction.
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Well-defined HR indicators provide answers to many key questions: How effective is recruitment, and how much time and money does it take? What does turnover look like across different organizational units, and what are the reasons? How well do trainings pay off, and which competencies are improving? What is the level of engagement and performance, and where are the risks?
We help identify key indicators that truly support the organization’s strategic goals – whether growth, efficiency, retention, or cultural transformation. KPI selection is tailored to the company’s size, maturity, and operating model.
A simple turnover rate is not sufficient. We not only measure but also help interpret exit reasons and segments (e.g., within the first 6 months, key positions) and design action plans to reduce unwanted turnover.
We analyze the time and resources required to fill positions. Processes are benchmarked against best practices, and we provide recommendations for optimization (e.g., channel selection, employer branding).
Beyond measuring training cost per employee, we assess how much trainings contribute to performance improvement or competency development. Optionally, we implement follow-up systems to track training effectiveness.
We support the quantification of performance management and help design indicators that provide insights into engagement, leadership effectiveness, and organizational culture.
From the collected data, we design dashboards and reports that support leadership decision-making. These can operate on monthly, quarterly, or annual cycles and can be integrated with digital HR systems.
A robust HR KPI system ensures that HR operates strategically, supports decision-making, and improves efficiency, cost control, and employee satisfaction.
A robust HR KPI system ensures that HR operates strategically, supports decision-making, and improves efficiency, cost control, and employee satisfaction.
I have over 25 years of experience in leadership consulting, organizational development, and strategic HR. Throughout my career, I have worked as a corporate HR leader, independent consultant, and university lecturer. In recent years, my focus has been primarily on developing senior and mid-level managers, as well as shaping corporate HR strategies, with particular emphasis on enhancing leadership soft skills.
I have been working in the field of executive search, consulting, and headhunting for over 10 years. As an open-minded and flexible professional, I build long-term client relationships through a complex and people-focused approach. In addition to my role as a Senior Consultant, I also serve as a Market & Client Relationship Manager, supporting my partners in achieving their business goals.
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We love to talk about HR! If you have a question or would like to receive a service offer, please contact us and we will get back to you within one business day.
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