Course curriculum

    1. 1.1 Understanding the Importance of HR Metrics

    2. 1.2 Role of HR Metrics in Decision-Making

    3. 1.3 Common HR Metrics Categories

    4. 1.4 HR Metrics vs. Key Performance Indicators

    1. 2.1 Employee Turnover Rate Calculation

    2. 2.2 Employee Engagement Metrics

    3. 2.3 Time-to-Fill and Time-to-Hire Metrics

    4. 2.4 Cost-Per-Hire and Cost-of-Turnover Metrics

    5. 2.5 Absence Management and Leave Metrics

    1. 3.1 Performance Evaluation Metrics

    2. 3.2 Talent Development Metrics

    3. 3.3 Diversity and Inclusion Metrics

    4. 3.4 Employee Engagement Metrics

    5. 3.5 Organizational Culture Metrics

    1. 4.1 Key Performance Indicator (KPI) Metrics

    2. 4.2 Performance Appraisal Metrics

    3. 4.3 360-Degree Feedback Metrics

    4. 4.4 Training and Development Metrics

    5. 4.5 Succession Planning and Leadership Pipeline Metrics

    1. 5.1 Data Collection Methods and Tools

    2. 5.2 Data Visualization for HR Metrics

    3. 5.3 Predictive Analytics in HR

    4. 5.4 Ethical Considerations in HR Data Analytics

    5. 5.5 HR Metrics Case Studies and Practical Applications

About this course

  • 24 lessons
  • 0.5 hours of video content

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This course is a valuable component of Certified Strategic HR Leadership Certification (SHRL-C) program.
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What you'll learn in this HR metrics course

This HR metrics course is part of HCMI's Strategic HR Leadership Certification (SHRL-C) and teaches the core HR analytics and workforce metrics every data-driven HR function needs.

  • Core HR metrics every practitioner needs

    Learn to calculate and interpret the HR metrics hiring managers and executives actually ask about: turnover rate, time-to-fill, time-to-hire, cost-per-hire, and absence/leave metrics. Each module works through real formulas and benchmarks, not just definitions, so you can build these into your own HR analytics dashboard.

  • People analytics and predictive metrics

    Go beyond basic reporting into people analytics: data collection methods, data visualization for HR metrics, and predictive analytics for flight-risk and performance trends. You will also cover the ethical side of HR data analytics, so your metrics hold up to scrutiny from legal and leadership alike.

  • Strategic and DEI metrics for leadership conversations

    Build the metrics senior leaders actually discuss in board and exec meetings: performance evaluation and 360-degree feedback metrics, diversity and inclusion metrics, succession planning and leadership-pipeline metrics, and organizational culture metrics. You will finish with real HR metrics case studies you can walk through in an interview or a business case.