Although human resource departments don't generate revenue, HR does manage your organization's best competitive advantage -- its people.
It also can track key metrics that provide vital insights to help you make better human capital decisions and process improvements to realize their full potential.
Here are 11 essential HR metrics, from the Society of Human Resource Management (SHRM), that will help you manage your best asset.
Talent Acquisition 
1. Time to Start (Average time it takes to fill a position) 
Time to start is calculated by taking the total days positions are open and dividing them by the number of positions filled.
This metric can provide insights on the effectiveness of your employment brand, marketing efforts, and application process. "High" numbers can also provide perspective on your interviewing process. You may have too lengthy of an application process, too many interviews, or a weak candidate experience. 
2. Time to Productivity (Average numbers of days to satisfactory productivity) 
Time to productivity is calculated by taking the number of days between the new employee's start date and the point at which he or she reaches satisfactory productivity and dividing it by the number of positions filled. 
This metric is a vital indicator of how well your onboarding program is performing. Also, outcomes can be an indication of the quality of your recruitment process and the caliber of the applicants you're attracting. 

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