Key Topics Covered in HR Analytics Online Training
                     Key Topics Covered 
in HR Analytics 
Online Training
Introduction: 
Analytical skills are becoming a crucial job requirement 
for HR as organizations strive to become more data-
driven. Unfortunately, there is a shortage of analytical 
talent to meet this need. Less than 20% of companies 
identify as having a strong HR analytics function in 
their business, and over 75% of HR professionals 
reported difficulty recruiting for essential data analysis 
positions.
To remain competitive, organizations need to rapidly 
upskill their HR talent. In this blog, we will cover some 
of the key topics that help learners sharpen their HR 
analytics skills and knowledge.
The Importance of HR Analytics:
HR analytics came to be in the hopes that businesses could improve 
internal processes that relate to functions such as payroll, benefits, hiring, 
employee onboarding, employee performance and overall employee 
morale. It is the best way to use data in order to forge an understanding 
of how well a business is performing.
Without proper analytics, there is a high percentage chance that the 
business could unknowingly be losing money because of processes that 
just aren’t resonating or working well with its employees. Measuring data 
on employee processes has provided better insight and overall 
management to people teams everywhere.
Without proper HR analytics, executives wouldn’t be able to make proper 
business decisions that relate to hiring, firing or promoting employees. If 
people don’t feel like their job is valued or that they are performing at a 
high level and that the company sees that, then it can become difficult to 
retain high-performing employees. Without proper data oversight, it also 
becomes more difficult to shed the company of low-performers who 
aren’t pulling their weight. The right data provides legal protection 
against improper employee-related decisions as they are made from 
more than just opinions and feelings.
Key HR Analytics Metrics [With Examples]
There are a number of HR analytics that a business can 
measure, but the right ones for you will depend on what 
you’re wanting to learn and accomplish. The key HR analytics 
are ones that are typically measured by most organized 
businesses looking to keep track of their people data. Here is 
an overview of those key metrics that make a good starting 
point for most businesses to launch an HR analytics program.
2. Time To Fill:
1. Revenue per Employee:
The time to fill metric measures how long it takes to fill an 
open position at the company. It is calculated by counting the 
Revenue per employee measures how much money the 
number of days from posting the job to someone accepting an 
business is bringing in for every employee it has on staff 
offer. This gives good insight into how efficient the hiring team 
and is paying expenses, such as salary and benefits, for. It 
is at finding good candidates and moving them through the 
is calculated by dividing a company’s revenue by the total 
hiring process.
number of employees in the company. Businesses love to 
track this because it provides a way to see how efficient 
Example: If a company posts a job on March 1 and completes 
businesses are at generating revenue for each new hire.
its interviewing process, makes an offer, and gets that offer 
Example: If a business has 100 employees and brings in 
accepted on April 20, then the time to hire would be 51 days.
$10 million in revenue, its revenue per employee would be 
$100,000.
Voluntary and Involuntary Turnover Rates
These rates measure the percentage of employees who end up 
leaving the company. The voluntary rate calculates the 
percentage of employees who decided to leave the company 
while the involuntary rate calculates the percentage of 
employees who end up getting fired.
While the voluntary rate measures how well the company is at 
retaining employees, the involuntary rate measures how well it is 
at hiring the right people and managing them efficiently. Both are 
calculated by dividing the number of employees who fall into 
each category by the total number of employees in the 
organization.
Example: If 10 employees were fired in the last year, out of the 
100 total employees the company had, then the involuntary 
turnover rate would be 10% of employees.
Offer Acceptance Rate
The offer acceptance rate is another hiring metric that measures 
how well the hiring team is at convincing the people they want to 
take the job. 
If a company is making offers to people who are declining those 
offers at a high rate, then the hiring process likely needs to be 
adjusted to move candidates through the hiring pipeline who are 
more interested in joining the company. It is calculated by 
dividing the number of accepted formal job offers by the total 
number of job offers made.
Example: If the hiring team has received 10 formal job offer 
acceptances this year, out of 20 given out, then the offer 
acceptance rate would be 50%.
Retention Rate
In contrast to the turnover rate above, it can be important to see 
how well the business does at keeping employees working for the 
business. This can be measured company-wide or on a per-
manager level. To calculate the retention rate, you can divide the 
total number of employees who decided to stay employed over a 
given time period by the total number of employees over that 
same time period.
Example: If a business had 100 employees in the last year and 85 
decided to remain employed, the retention rate would be 85%.
Absence Rate
The absence rate is the total number of days an employee is 
absent from work, not including approved time off such as 
vacation, over a specific period of time. This is also referred to as 
absenteeism and is important to measure in positions where 
individuals call out of work at a high rate, such as retail 
businesses. It is calculated by dividing the number of days 
worked by the total number of days that the employee could 
have worked over a specific period of time.
Example: When measuring the absence rate for June, let’s say 
there are 20 possible work days. Our worker, John, worked 14 of 
those days and was on vacation for another three days. This 
means he worked 14 out of a possible 17 days. That means he 
worked about 82% of the time and it gives him an absence rate of 
about 18%.
Conclusion
HR analytics provide insight into the business in a way that no 
other data does. It is an insight into how your employees perform 
and react to the business itself. Without proper people analytics 
tools, you wouldn’t be able to understand how the hiring process 
is going or how you can improve overall team performance and 
morale.
To gain more insights, join the HR Analytics Online Training by 
MindCypress. It equips you with latest knowledge and trends to 
keep you ahead.
Slide Close and Resource: 
Resource: 
https://www.mindcypress.com/blogs/human-resource-managem
ent/key-topics-covered-in-hr-analytics-online-training
 
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