{"id":52852,"date":"2026-01-05T00:13:15","date_gmt":"2026-01-05T00:13:15","guid":{"rendered":"https:\/\/mihcm.com\/?p=52852"},"modified":"2026-01-05T00:13:15","modified_gmt":"2026-01-05T00:13:15","slug":"the-ultimate-guide-to-people-analytics-metrics","status":"publish","type":"post","link":"https:\/\/mihcm.com\/vn\/resources\/blog\/the-ultimate-guide-to-people-analytics-metrics\/","title":{"rendered":"The ultimate guide to people analytics metrics"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"52852\" class=\"elementor elementor-52852\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-b967ce4 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"b967ce4\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-72188f6\" data-id=\"72188f6\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-89a07c8 elementor-widget elementor-widget-text-editor\" data-id=\"89a07c8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>People analytics metrics are quantitative measures that describe workforce health, efficiency and impact across recruitment, retention, engagement, performance, diversity &amp; inclusion, and wellness.<\/p><p>This guide centres on people analytics metrics and explains what to measure, how to calculate it, and how to make metrics operational so HR teams deliver boardready insights that connect to business outcomes such as revenue per employee and cost-of-vacancy.<\/p><p>Why these metrics matter: they translate HR activity into financial and operational outcomes \u2014 for example, lower turnover reduces hiring and productivity loss costs, while faster hiring shortens vacancy-driven revenue gaps.<\/p><p>This guide covers definitions, core formulas, dashboard examples, a practical implementation playbook and direct mappings to MiHCM features so teams can move from measurement to action within weeks.<\/p><p>Who should read this: CHROs and Head of People who need executive-ready metrics; People Analytics and HR Data teams building models and dashboards; HRBPs and managers who require operational KPIs; Talent Acquisition leads improving hiring efficiency; and finance partners who want HR metrics tied to ROI.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-37c3d59 elementor-widget elementor-widget-heading\" data-id=\"37c3d59\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">People analytics metrics at a glance <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-184a874 elementor-widget elementor-widget-text-editor\" data-id=\"184a874\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Top 5 KPIs every leader should track:<\/p><ol><li>turnover rate,<\/li><li>retention rate (by segment),<\/li><li>time-to-hire (or time-to-fill),<\/li><li>employee engagement (eNPS or engagement index),<\/li><li>and revenue per employee.<\/li><\/ol><p>These five capture hiring cost &amp; speed, workforce stability, engagement drivers and business value.<\/p><p>Immediate wins to build in week 1\u20134:<\/p><ul><li>Recruitment funnel dashboard showing applicants \u2192 interviews \u2192 offers \u2192 hires.<\/li><li>Turnover heatmap by manager and tenure to locate attrition pockets.<\/li><li>Weekly attendance\/absenteeism alert for rising unplanned absence.<\/li><\/ul><p>Implementation snapshot (6\u201312 weeks):<\/p><ul><li>Data audit \u2014 2 weeks.<\/li><li>Formula validation \u2014 1\u20132 weeks.<\/li><li>Dashboard build \u2014 2\u20134 weeks.<\/li><li>Pilot &amp; iterate \u2014 2\u20134 weeks.<\/li><\/ul><p>Product fit: MiHCM Lite or Enterprise acts as the canonical HRIS; Analytics and MiHCM Data &amp; AI provide dashboards and predictive signals; MiA and SmartAssist surface manager nudges and daily insights to accelerate interventions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6146ba9 elementor-widget elementor-widget-heading\" data-id=\"6146ba9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What are people analytics metrics? <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f7d40b1 elementor-widget elementor-widget-text-editor\" data-id=\"f7d40b1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>People analytics metrics are measurements that quantify workforce activity and outcomes. Organise metrics by functional category so teams can own, measure, and act on them:<!-- Scrollable parent --><\/p><div style=\"overflow-x: auto; -webkit-overflow-scrolling: touch; border: 1px solid #e6e6e6; padding: 8px; border-radius: 6px;\"><table style=\"border-collapse: collapse; width: 100%; min-width: 1100px; table-layout: fixed;\" role=\"table\" aria-label=\"HR metrics by function table\"><thead><tr><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Tuy\u1ec3n d\u1ee5ng<\/th><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Performance<\/th><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Gi\u1eef ch\u00e2n<\/th><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Engagement<\/th><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">D&amp;I<\/th><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Payroll &amp; Cost<\/th><\/tr><\/thead><tbody><tr><td style=\"padding: 12px 16px; vertical-align: top;\">Time-to-hire, applicants-to-hire, quality-of-hire<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Productivity, goal achievement, manager ratings<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Turnover rate, retention rate, early turnover<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">eNPS, engagement index, pulse response<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Representation, pay equity, promotion parity<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Cost-per-hire, payroll spend, revenue per employee<\/td><\/tr><\/tbody><\/table><\/div><p>Soft vs. hard metrics: Hard metrics originate in transactional systems (HRIS, ATS, payroll, time systems): headcount, hires, pay, attendance. Soft metrics require perception-based inputs, typically surveys: engagement, satisfaction and manager effectiveness. Treat soft metrics carefully: ensure sufficient sample sizes and consistent question framing.<\/p><p>Operational vs strategic metrics: Operational metrics \u2014 e.g., time-to-fill, absenteeism \u2014 are monitored weekly or monthly for immediate action. Strategic metrics \u2014 e.g., human capital ROI, internal mobility rate \u2014 inform quarterly or annual planning and investment decisions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-253bb36 elementor-widget elementor-widget-heading\" data-id=\"253bb36\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Three types of HR metrics <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0ec925b elementor-widget elementor-widget-text-editor\" data-id=\"0ec925b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li>Descriptive: what happened (headcount, separations).<\/li><li>Diagnostic: why it happened (correlations between manager tenure and attrition).<\/li><li>Predictive: what will happen (turnover risk scores driven by historical patterns).<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c8ea13c elementor-widget elementor-widget-heading\" data-id=\"c8ea13c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">How to prioritise metrics <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c6c0240 elementor-widget elementor-widget-text-editor\" data-id=\"c6c0240\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Prioritise metrics using five filters: business impact, measurability, data availability, ownership and reporting frequency.<\/p><p>Start with high-impact, high-availability measures and map each to an owner and cadence.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8b952d0 elementor-widget elementor-widget-heading\" data-id=\"8b952d0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Why people analytics metrics are important <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5fc8462 elementor-widget elementor-widget-text-editor\" data-id=\"5fc8462\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>People analytics metrics convert HR activity into measurable business outcomes. When linked to financial KPIs, they allow HR to quantify the value of interventions: lowering voluntary turnover reduces replacement and productivity costs; improving time-to-hire reduces vacancy-driven revenue loss.<\/p><p>Risk spotting: systematic tracking surfaces attrition pockets, diversity gaps and productivity declines before they escalate. Decision velocity improves because dashboards provide near real-time signals, shortening the time from insight to action and enabling proactive interventions.<\/p><p>Performance alignment: metrics map individual outcomes to team and company objectives (OKRs). That visibility lets HR prioritise coaching, promotions and resource allocation where they move the needle.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-fcb3785 elementor-widget elementor-widget-heading\" data-id=\"fcb3785\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">How metrics drive strategic conversations with the C-suite <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6275ad8 elementor-widget elementor-widget-text-editor\" data-id=\"6275ad8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li>Frame HR outcomes as ROI: show cost-per-hire reductions, savings from lower turnover and revenue-per-employee improvements.<\/li><li>Use segmented results (by function, region, manager) to highlight where investments will yield gains.<\/li><li>Present predictive signals (attrition risk, time-to-productivity) alongside recommended actions and expected financial impact to secure executive buy-in.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8983fe2 elementor-widget elementor-widget-heading\" data-id=\"8983fe2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The five key HR metrics every leader should track <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f600623 elementor-widget elementor-widget-text-editor\" data-id=\"f600623\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Recommended core five metrics:<\/p><ol><li>Turnover rate \u2014 measures separations relative to workforce size; segment by voluntary vs involuntary and by manager.<\/li><li>Retention rate (segment-based) \u2014 percent of employees retained over a window, useful for early tenure cohorts.<\/li><li>Time-to-hire (or time-to-fill) \u2014 speed of hiring; shorter times reduce vacancy costs and lost capacity.<\/li><li>Employee engagement (eNPS or composite engagement index) \u2014 leading indicator for retention and performance.<\/li><li>Revenue per employee \u2014 a productivity\/value metric linking headcount to business output.<\/li><\/ol><p>Why these five: together they capture cost (hiring + turnover), capacity (speed-to-hire), engagement (predicts retention &amp; productivity) and value (revenue per employee). Segment each metric by team, location, tenure and manager to reveal actionable variation and avoid misleading averages.<\/p><p>How to set targets: combine your historical baseline, industry benchmark and growth plan. Assign owners: HRBP for retention, TA lead for time-to-hire, finance for revenue-per-employee. Reporting cadence: weekly operational views for managers, monthly summaries for HR leadership and quarterly strategic reports to the executive team.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ea1af52 elementor-widget elementor-widget-heading\" data-id=\"ea1af52\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Essential formulas and calculation methods <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-79a45cc elementor-widget elementor-widget-text-editor\" data-id=\"79a45cc\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>This section gives compact, production-ready formulas and short worked examples you can paste into analytics tools or CSV templates.<\/p><p>Turnover rate (basic): Formula: (Number of separations in period \u00f7 Average headcount in period) \u00d7 100. This is a standard industry formula used by SHRM and CIPD for reporting separations as a percentage of the workforce. (<a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/talent-acquisition\/data-will-show-employees-leave-stay\" rel=\"nofollow noopener\" target=\"_blank\">SHRM, 2017<\/a>). Use separate lines for voluntary and involuntary when available.<\/p><p>Worked example: 18 separations in a quarter; average headcount = 600 \u2192 (18 \u00f7 600) \u00d7 100 = 3.0% quarterly turnover.<\/p><p>Time-to-hire vs time-to-fill: Time-to-hire: days from candidate application or identification to offer acceptance. Time-to-fill: days from job requisition\/opening to offer acceptance or start date. These distinctions are common in TA reporting and recommended for clarity. (<a href=\"https:\/\/www.shrm.org\/topics-tools\/tools\/forms\/time-to-hire-time-to-fill-calculation-spreadsheet\" rel=\"nofollow noopener\" target=\"_blank\">Hi\u1ec7p h\u1ed9i Qu\u1ea3n l\u00fd Nh\u00e2n s\u1ef1 Hoa K\u1ef3<\/a>).<\/p><p>Worked example: Requisition posted Jan 1; offer accepted Jan 25 \u2192 time-to-fill = 24 days. Candidate applied Jan 18 and accepted Jan 25 \u2192 time-to-hire = 7 days.<\/p><p>Cost-per-hire: Formula: (Total internal recruiting costs + external recruitment costs + agency fees + onboarding costs) \u00f7 Number of hires. This approach follows guidance used in HR analytics frameworks. <a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/talent-acquisition\/real-costs-recruitment\" rel=\"nofollow noopener\" target=\"_blank\">(SHRM, 2022)<\/a>.<\/p><p>Worked example: internal TA salaries &amp; tools = $20,000; job ads &amp; external vendors = $10,000; agency fees = $5,000; onboarding costs = $5,000; hires = 8 \u2192 cost-per-hire = ($40,000 \u00f7 8) = $5,000.<\/p><p>eNPS (employee Net Promoter Score): Formula: %Promoters \u2212 %Detractors. Promoters are respondents scoring 9\u201310, passives 7\u20138, detractors 0\u20136. The result ranges from \u2212100 to +100 and is widely used as a concise engagement proxy. (<a href=\"https:\/\/hbr.org\/2021\/11\/net-promoter-3-0\" rel=\"nofollow noopener\" target=\"_blank\">HBR, 2021<\/a>).<\/p><p>Worked example: 200 survey respondents: 120 promoters, 50 passives, 30 detractors \u2192 eNPS = (120\u00f7200*100) \u2212 (30\u00f7200*100) = 60 \u2212 15 = +45.<\/p><p>Revenue per employee: Formula: Total revenue in period \u00f7 Average number of employees (or FTEs) during period. Use average headcount or FTE to smooth seasonal hiring. This metric is a common productivity proxy in HR reporting. (<a href=\"https:\/\/thedocs.worldbank.org\/en\/doc\/d69fd7a074cbcf8322a0f7953033afcf-0310012024\/original\/Essential-HR-Metrics-nov19.pdf\" rel=\"nofollow noopener\" target=\"_blank\">World Bank, 2024<\/a>).<\/p><p>Worked example: $12,000,000 revenue in FY; average headcount = 200 \u2192 revenue per employee = $60,000.<\/p><p>Absenteeism rate: Formula: (Number of absent days \u00f7 Total working days) \u00d7 100. Commonly used for sickness absence reporting; exclude approved PTO where required. (<a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/hr-magazine\/5-ways-to-manage-absences\" rel=\"nofollow noopener\" target=\"_blank\">SHRM, 2023<\/a>).<\/p><p>CSV-ready cheat-sheet: provide columns for period_start, period_end, separations, avg_headcount, hires, total_revenue, absent_days, total_working_days; then paste formulas into sheet cells to compute the metrics above.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f25070c elementor-widget elementor-widget-heading\" data-id=\"f25070c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">How to choose the right metrics for your organisation <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-27b2c15 elementor-widget elementor-widget-text-editor\" data-id=\"27b2c15\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Start by mapping 1\u20133 primary business objectives (growth, cost-control, product delivery) and select metrics that move those levers. For example, if growth is the priority, emphasise time-to-hire, applicants-to-hire and time-to-productivity; if cost-control is the priority, focus on turnover, cost-per-hire and overtime spend.<\/p><p>Feasibility matrix: Score candidate metrics on two axes: business impact and data availability. Prioritise metrics that are high-impact and high-availability for the initial rollout; schedule lower-availability metrics (e.g., qualitative engagement drivers) for phase 2 once data collection is stable.<\/p><p>Balance leading and lagging indicators:<\/p><ul><li>Leading: applications per job, engagement trend, manager NPS \u2014 useful for early interventions.<\/li><li>Lagging: turnover rate, revenue per employee \u2014 confirm outcomes and ROI.<\/li><\/ul><p>Stakeholder mapping:<\/p><p>Identify metric consumers and tailor outputs: managers get weekly operational tiles (time-to-hire, absenteeism); HRBPs get monthly segmented reports; CFO receives quarterly human capital ROI and revenue-per-employee analysis.<\/p><p>Pilot approach:<\/p><p>Pick a small set of metrics and one business unit. Validate formulas, assign owners, test dashboard UX with managers, measure against defined success criteria, then scale. Use MiHCM Analytics templates and SmartAssist nudges to accelerate adoption.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-31afa3c elementor-widget elementor-widget-heading\" data-id=\"31afa3c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Data collection, quality checks and privacy <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a403e96 elementor-widget elementor-widget-text-editor\" data-id=\"a403e96\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Canonical sources: payroll, HRIS (MiHCM), ATS, LMS, time &amp; attendance systems, and pulse surveys.<\/p><p>Ensure each metric maps to specific fields: for turnover you need employee id, separation date and reason; for time-to-hire you need requisition open date, candidate apply date, offer acceptance date; for absenteeism you need day-level attendance or absence records.<\/p><p>Data quality checks:<\/p><ul><li>Completeness: verify required fields are present for &gt;98% of records for initial metrics.<\/li><li>Duplicates: detect duplicate employee IDs or multiple active records and resolve.<\/li><li>Consistent identifiers: use a single canonical employee ID (not email) for joins.<\/li><li>Time-series sanity checks: validate no future-dated hires or negative tenure values.<\/li><\/ul><p>Dealing with missing or noisy data: Impute pragmatically for non-sensitive numeric fields (e.g., fill missing hire dates with requisition close where appropriate) and flag or exclude sensitive fields (e.g., self-reported demographics) if incomplete. Always track an \u2018unknown\u2019 bucket rather than silently filling sensitive attributes.<\/p><p>Privacy &amp; ethics: Limit access via role-based permissions, anonymise when sharing aggregated results, follow applicable regulations (e.g., GDPR, CCPA) and obtain consent for surveys. Store an audit trail of dataset versions, dashboard changes and formula updates.<\/p><p>Governance: Create a data dictionary (field, source, owner, refresh cadence), maintain versioned dashboard definitions and designate metric owners responsible for accuracy and action. Quick wins: run a two-week data audit on MiHCM exports and fix the top three issues before building dashboards.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-700711c elementor-widget elementor-widget-heading\" data-id=\"700711c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Visualisation &amp; dashboards <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f6f794b elementor-widget elementor-widget-text-editor\" data-id=\"f6f794b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Design philosophy: clarity over complexity \u2014 each dashboard should answer one clear question (for example: where is attrition concentrated this quarter?). Use a consistent KPI layout: top-line metric tiles, trendline, segmented breakdowns and an action card that lists owners and next steps.<\/p><p>KPI layout:<\/p><ul><li>Topline tiles: current value, delta vs prior period, and sample size.<\/li><li>Trendline: 12\u201324 month trend to show seasonality.<\/li><li>Segmentation: breakdowns by team, location, tenure and manager.<\/li><li>Action card: recommended owner, playbook link and last action taken.<\/li><\/ul><p>Use-case dashboards:<\/p><ol><li>Recruitment funnel: applicants, screened, interviewed, offered, hired, time-to-hire, cost-per-hire.<\/li><li>Attrition &amp; retention heatmap: manager-level turnover, tenure cohorts, voluntary vs involuntary.<\/li><li>Weekly attendance &amp; overtime: absent days, overtime hours, teams exceeding thresholds.<\/li><li>Leadership summary (quarterly): top-line people KPIs, trendlines and financial impact estimates.<\/li><\/ol><p>Visualisation tips:<\/p><ul><li>Use consistent colours for status (green\/amber\/red) and avoid truncated axes that mislead.<\/li><li>Always display denominators (sample size) and, where relevant, confidence or volatility notes for small groups.<\/li><li>Enable filters for tenure, role and manager and allow drill-down to employee lists with permission checks.<\/li><\/ul><p>Templates and exports: Provide downloadable dashboard templates and CSV\/JSON KPI exports so teams can import into BI tools (Power BI, Tableau) or MiHCM Analytics. Include a KPI layout template (topline tiles, trend, segmentation, actions) and a JSON dashboard example for rapid deployment.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d57b214 elementor-widget elementor-widget-heading\" data-id=\"d57b214\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Predictive metrics <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1c1f867 elementor-widget elementor-widget-text-editor\" data-id=\"1c1f867\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>High-value predictive signals forecast outcomes that matter: early turnover risk, time-to-productivity for new hires, absenteeism forecasting, and succession risk. Predictive models combine HRIS attributes, behavioural signals and survey data to produce risk scores managers can act upon.<\/p><p>Model inputs:<\/p><ul><li>HRIS attributes: tenure, past promotion cadence, performance ratings.<\/li><li>Behavioural signals: LMS completions, timesheet patterns, meeting load.<\/li><li>Survey signals: engagement trend, manager feedback, onboarding satisfaction.<\/li><\/ul><p>Validation:<\/p><p>Back-test models on historical cohorts to measure precision and recall. Use a holdout validation set, measure uplift from interventions and set thresholds that balance false positives with actionable workloads for managers.<\/p><p>From signal to action:<\/p><ul><li>Define risk buckets: low\/medium\/high.<\/li><li>Attach playbooks to each bucket (for example: high-risk \u2192 1:1 manager outreach within 7 days + tailored retention offer).<\/li><li>Monitor intervention lift: measure change in turnover\/engagement over the next 90 days.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1a394ba elementor-widget elementor-widget-heading\" data-id=\"1a394ba\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">MiHCM Data &amp; AI use-case <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-783e7ef elementor-widget elementor-widget-text-editor\" data-id=\"783e7ef\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>MiHCM Data &amp; AI can surface at-risk employees and predicted absenteeism and present suggested manager actions via SmartAssist. Combine predictive signals with simple experiment designs (A\/B rollout across manager groups) to quantify ROI before scaling.<\/p><p>Model validation checklist: Cohort selection, training\/holdout split, performance metrics (precision, recall, AUC), baseline comparison and period for uplift measurement.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-471c224 elementor-widget elementor-widget-heading\" data-id=\"471c224\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Implementation roadmap <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-427c5cf elementor-widget elementor-widget-text-editor\" data-id=\"427c5cf\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Use a structured six- to twelve-week approach to move from scoping to pilot and scale.<!-- Scrollable parent --><\/p><div style=\"overflow-x: auto; -webkit-overflow-scrolling: touch; border: 1px solid #e6e6e6; padding: 8px; border-radius: 6px;\"><table style=\"border-collapse: collapse; width: 100%; min-width: 900px; table-layout: fixed;\" role=\"table\" aria-label=\"Implementation timeline table\"><thead><tr><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Weeks<\/th><th style=\"text-align: left; padding: 12px 16px; border-bottom: 1px solid #ddd;\">Activities<\/th><\/tr><\/thead><tbody><tr><td style=\"padding: 12px 16px; vertical-align: top;\">0\u20132<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Scoping &amp; stakeholder alignment: define objectives, metric owners and success criteria.<\/td><\/tr><tr><td style=\"padding: 12px 16px; vertical-align: top;\">2\u20134<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Data audit &amp; canonical source setup: connect MiHCM, ATS, LMS, and time systems; create a data dictionary.<\/td><\/tr><tr><td style=\"padding: 12px 16px; vertical-align: top;\">4\u20138<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Formula validation &amp; dashboard build: run iterative sprints with business users and refine definitions.<\/td><\/tr><tr><td style=\"padding: 12px 16px; vertical-align: top;\">8\u201312<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Pilot one BU: collect feedback, tune definitions and measure initial impact.<\/td><\/tr><tr><td style=\"padding: 12px 16px; vertical-align: top;\">Ongoing<\/td><td style=\"padding: 12px 16px; vertical-align: top;\">Governance: quarterly reviews, retrain models, expand metrics, and document changes.<\/td><\/tr><\/tbody><\/table><\/div><p>Rollout checklist:<\/p><ul><li>Pilot KPIs selected and formula-validated.<\/li><li>Data owners assigned and data dictionary published.<\/li><li>Training plan for managers and HRBPs delivered.<\/li><li>Playbooks attached to each KPI and SmartAssist nudges configured.<\/li><\/ul><p>Change management: train managers on interpreting metrics, link metrics to discrete playbooks and use SmartAssist or MiA to push timely nudges and suggested actions. Measure adoption (manager logins, actions taken) and iterate dashboards based on usage patterns.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-27058a4 elementor-widget elementor-widget-heading\" data-id=\"27058a4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Tools and dashboards <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-605f3e0 elementor-widget elementor-widget-text-editor\" data-id=\"605f3e0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Options for people analytics range from in-house BI (Power BI, Tableau) to specialised people analytics platforms and bundled HRIS analytics. Choose based on data complexity, modelling needs and speed-to-value.<\/p><p>Where MiHCM fits:<\/p><ul><li>MiHCM Lite\/Enterprise: canonical HRIS storing payroll, attendance, performance reviews and headcount.<\/li><li>Analytics: embedded dashboard layer with prebuilt KPI templates and exports.<\/li><li>MiHCM Data &amp; AI: predictive modelling for turnover risk, absenteeism forecasting and time-to-productivity estimates.<\/li><li>MiA\/SmartAssist: conversational insights and manager nudges for frontline intervention.<\/li><\/ul><p>Cost\/benefit checklist:<\/p><ul><li>Speed to value: prebuilt templates reduce build time.<\/li><li>Security &amp; governance: single HRIS reduces inconsistent definitions.<\/li><li>Vendor considerations: evaluate model portability and API access if in-house analytics are needed later.<\/li><\/ul><p>When to choose a specialised tool: large organisations with complex modelling or data-science teams may require bespoke platforms. For most mid-market organisations, MiHCM Analytics plus Data &amp; AI provide the required predictive capabilities and manager-facing adoption features.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0baae29 elementor-widget elementor-widget-heading\" data-id=\"0baae29\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Benchmarks, targets and monitoring cadence <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3041c0b elementor-widget elementor-widget-text-editor\" data-id=\"3041c0b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Set benchmarks using a combination of internal historical baselines, industry benchmarks and business-plan targets. Historical baselines give realistic starting points; industry benchmarks provide external context; business-plan targets align metrics with strategic goals.<\/p><p>Example target-setting: reduce voluntary turnover by 15% from baseline within 12 months; improve time-to-hire by 20% in six months. For each target, specify the owner, required interventions and expected financial impact.<\/p><p>Reporting cadence:<\/p><ul><li>Managers: weekly operational reports (attendance, time-to-fill pipeline).<\/li><li>HRBP: monthly segmented reviews (retention, engagement trends).<\/li><li>Executive: quarterly summary with financial impact and trend commentary.<\/li><\/ul><p>Alerts &amp; thresholds: Configure automated alerts for metric breaches (for example, manager-level voluntary turnover above threshold or sudden drops in eNPS). Attach immediate recommended actions to each alert to reduce time-to-intervention.<\/p><p>Continuous improvement: Track leading indicators and measure the lift from interventions in subsequent quarters. Maintain a backlog of metric improvements and test changes in pilots before organisation-wide rollout.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-648aaeb elementor-widget elementor-widget-heading\" data-id=\"648aaeb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Practical examples and common use-cases <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7a41345 elementor-widget elementor-widget-text-editor\" data-id=\"7a41345\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Worked example 1 \u2014 Reducing early turnover<\/p><ul><li>Define cohort: hires within their first 180 days.<\/li><li>Measure drivers: onboarding NPS, manager tenure, time-to-productivity.<\/li><li>Intervention: targeted onboarding boost (mentor assignment + manager 30\/60\/90 check-ins) for high-risk hires.<\/li><li>Success criteria: reduce 90-day turnover by 30% vs baseline after 3 months.<\/li><\/ul><p>Worked example 2 \u2014 Improving hiring speed<\/p><ul><li>Analyse TA funnel: identify top-of-funnel drop-offs (sourcing, screening, interview scheduling).<\/li><li>Intervention: centralise interview scheduling, standardise scorecards and deploy targeted sourcing channels.<\/li><li>Measure: time-to-offer and time-to-hire improvements and quality-of-hire via 90-day performance.<\/li><\/ul><p>Worked example 3 \u2014 Attendance &amp; productivity<\/p><ul><li>Detect teams with rising overtime and correlate with performance metrics.<\/li><li>Intervention: temporary resource rebalancing or hiring and manager coaching on workload prioritisation.<\/li><li>Measure: overtime hours reduction and impact on quality\/productivity next quarter.<\/li><\/ul><p>Templates: Include CSV formulas, dashboard JSON examples and a one-page manager playbook. Run pilots by manager groups (A\/B style) and measure lift against control groups before scaling interventions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5471758 elementor-widget elementor-widget-heading\" data-id=\"5471758\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Common pitfalls and how to avoid them<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cb10863 elementor-widget elementor-widget-text-editor\" data-id=\"cb10863\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Over-measurement: tracking too many KPIs without owners causes confusion and low impact. Start with a compact set of metrics that map to business outcomes and give each metric an owner and cadence.<\/p><p>Bad definitions: inconsistent formulas across teams produce conflicting numbers. Maintain a single source of truth \u2014 a versioned data dictionary with canonical formulas and examples.<\/p><p>Ignoring sample size: small-team fluctuations can look like trends. Always show sample size and confidence notes; avoid taking irreversible action on small-n changes.<\/p><p>Privacy missteps: do not share identifiable predictive scores broadly. Aggregate or anonymise predictive outputs, and limit access via role-based controls.<\/p><p>No actionability: metrics without playbooks create metric fatigue. Attach a documented playbook (owner, steps, timeframe) to each KPI and measure the execution of those steps, not just the metric.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-05cf4e8 elementor-widget elementor-widget-heading\" data-id=\"05cf4e8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Making people analytics metrics operational <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-db9122d elementor-widget elementor-widget-text-editor\" data-id=\"db9122d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Measure what matters: choose KPIs aligned to business outcomes, assign owners, and set targets based on historical baselines and benchmarks. Instrument the data with canonical sources (MiHCM) and automated refreshes so dashboards remain accurate and actionable. Operationalise metrics by combining dashboards, playbooks and SmartAssist nudges to embed them into managers\u2019 workflows.<\/p><p>Iterate: validate formulas, pilot solutions, measure impact and scale successful interventions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-41f359c elementor-widget elementor-widget-heading\" data-id=\"41f359c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Actionable next steps (30\/60\/90 day plan) <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7904c43 elementor-widget elementor-widget-text-editor\" data-id=\"7904c43\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul><li>30 days: run a two-week data audit, publish a data dictionary, select three pilot KPIs.<\/li><li>60 days: build dashboards, validate formulas, assign metric owners and run manager training.<\/li><li>90 days: pilot with one BU, measure interventions, refine playbooks and prepare scale plan.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2609b47 elementor-widget elementor-widget-heading\" data-id=\"2609b47\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">C\u00e2u h\u1ecfi th\u01b0\u1eddng g\u1eb7p <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d3d0c91 elementor-widget elementor-widget-n-accordion\" data-id=\"d3d0c91\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;default_state&quot;:&quot;expanded&quot;,&quot;max_items_expended&quot;:&quot;one&quot;,&quot;n_accordion_animation_duration&quot;:{&quot;unit&quot;:&quot;ms&quot;,&quot;size&quot;:400,&quot;sizes&quot;:[]}}\" data-widget_type=\"nested-accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"e-n-accordion\" aria-label=\"Accordion. M\u1edf li\u00ean k\u1ebft b\u1eb1ng ph\u00edm Enter ho\u1eb7c Space, \u0111\u00f3ng b\u1eb1ng ph\u00edm Escape v\u00e0 \u0111i\u1ec1u h\u01b0\u1edbng b\u1eb1ng ph\u00edm m\u0169i t\u00ean\">\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2220\" class=\"e-n-accordion-item\" open>\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"1\" tabindex=\"0\" aria-expanded=\"true\" aria-controls=\"e-n-accordion-item-2220\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> What are people analytics metrics? <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2220\" class=\"elementor-element elementor-element-1c9935d e-con-full e-flex e-con e-child\" data-id=\"1c9935d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2220\" class=\"elementor-element elementor-element-533d333 e-flex e-con-boxed e-con e-child\" data-id=\"533d333\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-65d4965 elementor-widget elementor-widget-text-editor\" data-id=\"65d4965\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Quantitative measures of workforce health and performance across recruitment, retention, engagement, performance and D&amp;I.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2221\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"2\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2221\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> How frequently should metrics be measured? <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2221\" class=\"elementor-element elementor-element-f047338 e-con-full e-flex e-con e-child\" data-id=\"f047338\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2221\" class=\"elementor-element elementor-element-ca7ab8b e-flex e-con-boxed e-con e-child\" data-id=\"ca7ab8b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6a54dca elementor-widget elementor-widget-text-editor\" data-id=\"6a54dca\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tOperational metrics: weekly; strategic metrics: monthly or quarterly depending on decision cycles.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2222\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"3\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2222\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> Which five metrics matter most? <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2222\" class=\"elementor-element elementor-element-a444360 e-con-full e-flex e-con e-child\" data-id=\"a444360\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2222\" class=\"elementor-element elementor-element-1237a1b e-flex e-con-boxed e-con e-child\" data-id=\"1237a1b\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-4093b5e elementor-widget elementor-widget-text-editor\" data-id=\"4093b5e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Turnover, retention, time-to-hire, engagement, revenue per employee.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2223\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"4\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2223\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> How do you calculate turnover?  <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2223\" class=\"elementor-element elementor-element-d9acdb1 e-con-full e-flex e-con e-child\" data-id=\"d9acdb1\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2223\" class=\"elementor-element elementor-element-f4e5b2d e-flex e-con-boxed e-con e-child\" data-id=\"f4e5b2d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6abbea8 elementor-widget elementor-widget-text-editor\" data-id=\"6abbea8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Separations \u00f7 average headcount \u00d7 100 (worked example in section 6). (<a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/talent-acquisition\/data-will-show-employees-leave-stay\" rel=\"nofollow noopener\" target=\"_blank\">SHRM, 2017<\/a>)<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t<details id=\"e-n-accordion-item-2224\" class=\"e-n-accordion-item\" >\n\t\t\t\t<summary class=\"e-n-accordion-item-title\" data-accordion-index=\"5\" tabindex=\"-1\" aria-expanded=\"false\" aria-controls=\"e-n-accordion-item-2224\" >\n\t\t\t\t\t<span class='e-n-accordion-item-title-header'><div class=\"e-n-accordion-item-title-text\"> Where to start? <\/div><\/span>\n\t\t\t\t\t\t\t<span class='e-n-accordion-item-title-icon'>\n\t\t\t<span class='e-opened' ><i aria-hidden=\"true\" class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t<span class='e-closed'><i aria-hidden=\"true\" class=\"fas fa-plus\"><\/i><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2224\" class=\"elementor-element elementor-element-11de771 e-con-full e-flex e-con e-child\" data-id=\"11de771\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div role=\"region\" aria-labelledby=\"e-n-accordion-item-2224\" class=\"elementor-element elementor-element-036152f e-flex e-con-boxed e-con e-child\" data-id=\"036152f\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3926385 elementor-widget elementor-widget-text-editor\" data-id=\"3926385\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\tRun a two-week data audit of MiHCM exports, select three KPIs and build a pilot dashboard for one business unit.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>People analytics metrics are quantitative measures that describe workforce health, efficiency and impact across recruitment, retention, engagement, performance, diversity &amp; inclusion, and wellness. This guide centres on people analytics metrics and explains what to measure, how to calculate it, and how to make metrics operational so HR teams deliver boardready insights that connect to business [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":50382,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[18],"tags":[],"class_list":["post-52852","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"_links":{"self":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/posts\/52852","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/comments?post=52852"}],"version-history":[{"count":0,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/posts\/52852\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/media\/50382"}],"wp:attachment":[{"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/media?parent=52852"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/categories?post=52852"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mihcm.com\/vn\/wp-json\/wp\/v2\/tags?post=52852"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}