Top 28 insurance KPIs for effective monitoring
The 28 insurance KPIs that matter most, from loss ratio and combined ratio to churn and claims settlement. Real 2025 benchmarks and formulas for P&C and life.
CEOs and boards no longer accept headcount and cost as the sum of what HR reports. They want to know how the workforce moves the business, and that answer lives in a handful of well-chosen KPIs.
The problem for most HR leaders is not a shortage of data. It is data scattered across an HRIS, a payroll system, and a dozen spreadsheets, none of it connected to business results. The 26 KPIs below fix that. They cover the full workforce picture: hiring, development, engagement, productivity, diversity, compliance, and cost.
Each one includes its formula and a current benchmark, so you can measure it, compare against the market, and tie it back to outcomes leadership actually cares about.
Key takeaways
- Five HR KPIs consistently earn a place on an executive scorecard: voluntary turnover rate, employee engagement score, revenue per employee, cost per hire and quality of hire.
- SHRM benchmarking puts average US time to fill at around 44 days, and its 2025 report puts cost per hire at about $5,475 for non-executive roles, with executive hires running nearly seven times higher.
- Gallup’s State of the Global Workplace 2026 report found only 20 percent of employees worldwide are engaged at work, a decline Gallup estimates costs the global economy trillions in lost productivity.
- Revenue per employee varies enormously by industry, so track it against your own sector and your own trend over time rather than a single headline company.
- Sustained high overtime is an early warning for burnout and rising labor cost, and low benefits satisfaction scores often show up later as voluntary turnover.
- A healthy annual voluntary turnover rate generally sits in the low double digits, but losing top performers costs far more than churn in high-turnover roles. Track voluntary and involuntary turnover separately.
What HR KPIs matter most to business leaders?
For senior leaders, the HR KPIs that matter most are the ones that connect workforce data to business results, not just activity. The five that consistently earn a place on an executive scorecard are voluntary turnover rate, employee engagement score, revenue per employee, cost per hire, and quality of hire. Together they answer the questions a CEO or board actually asks: are we keeping our best people, are they productive, and is our talent investment paying off.
Modern workforce analytics goes further, moving HR from lagging reports (what happened last quarter) to forward-looking models that flag attrition risk, skills gaps, and workforce cost before they show up in financial results. That shift, from headcount reporting to predictive workforce insight, is what separates an HR function that reacts from one that shapes strategy.
Why measuring HR performance matters
Key performance indicator metrics are essential for businesses because they allow companies to measure HR performance and ensure that HR activities align with the company’s broader business plan. Measuring the HR department’s performance helps organizations manage their people more efficiently.
When organizations use human resource KPI measurements, they gain insight into the HR department’s strengths and limitations, as well as opportunities for improvement. That tells HR where to spend effort first, whether that is hiring speed, engagement or retention.
Trends matter more than single readings. Regularly monitoring KPI indicators helps HR managers spot patterns and trends that reveal the efficacy of current strategies. For example, if a company has a high turnover rate, HR KPIs can help managers examine the data to determine the root cause and implement effective solutions.
HR KPIs: metrics to measure success
HR KPIs show leaders how the workforce is actually performing. They offer a bird’s-eye view of HR operations and provide insights that you can use to make strategic decisions. Therefore, HR indicators are essential for business intelligence (BI) when coordinating employee efforts with strategic goals.
Recruitment and talent acquisition KPIs
Time to fill
Time to Fill is a metric that assesses how long it typically takes to fill a position. This timeline covers the entire process, from advertising a position to the day a new employee begins work. According to SHRM’s benchmarking, the average time to fill a position in the US is around 44 days, though it varies widely by role seniority and industry. This key performance indicator is critical for maintaining an effective recruitment procedure. Filling critical roles quickly keeps teams at full capacity and stops strong candidates from accepting a competitor’s offer first.
Formula: (Total time taken to fill all job vacancies) / (Total number of job vacancies filled)
Cost per hire
The Cost Per Hire metric estimates the time and money a company spends to find and hire a new employee. SHRM’s 2025 Benchmarking Report puts the average cost per hire at about $5,475 for non-executive roles, with executive hires running nearly seven times higher. Organizations use this data to determine how much to spend on recruitment and which techniques to prioritize. Generally, a lower cost per hire indicates more efficient recruitment efforts.
Formula: (Total recruitment costs, including advertising, agency fees, and staff time) / (Total number of hires)
Quality of hire
The Quality of Hire metric assesses how valuable new hires become over time. Hiring the best possible candidates can lead to a rise in productivity and efficiency. Strong hires also tend to stay longer, which cuts replacement cost.
Formula: (Performance ratings of new hires) / (Total number of new hires)
Source of hire
Source of Hire identifies the most effective channels for finding new employees. By gaining a deeper insight into the best candidate pipelines, HR professionals can improve resource allocation and optimize recruitment outcomes.
Formula: (Number of hires from a specific source) / (Total number of hires)
Employee development KPIs
Training and development investment
This KPI quantifies the percentage of a company’s budget earmarked for employee education, training, and professional growth. Maintaining a competent and educated staff is essential for a company’s development and long-term success.
Formula: (Total investment in training and development programs, including costs) / (Total number of employees)
Employee learning and growth
The employee learning and growth KPI evaluates professional growth, such as acquiring new abilities and completing significant career milestones. When their development is valued and monitored, employees feel more invested and content. Importantly, employees who feel invested in their work are less likely to leave the company.
Employee performance rating
The employee performance rating system quantitatively measures performance against established benchmarks. This process commonly involves evaluations and assessments. Accurate performance evaluations allow businesses to reward excellent work and pinpoint problem areas. This information is invaluable for HR planning and employee growth initiatives.
Formula: (Sum of performance ratings for all employees) / (Total number of employees)
Employee engagement KPIs
Employee engagement score
The employee engagement score assesses workers’ investment in their employment and the company. Gallup’s State of the Global Workplace 2026 report found that only 20 percent of employees worldwide are engaged at work, a decline that Gallup estimates costs the global economy trillions in lost productivity. High engagement also means employees are more likely to stick around and use fewer sick days.
Formula: (Engaged employees) / (Total number of employees) x 100
An engagement score only drives action when leaders can see it clearly, which is where data visualization turns survey data into a picture managers actually act on.
Employee net promoter score (eNPS)
Similar to how the Net Promoter Score evaluates customer loyalty, eNPS assesses workers’ likelihood to promote their workplace to others. A high eNPS score signals an encouraging and productive workplace environment. Employees who would recommend the company also become a referral pipeline for new hires.
Formula: (Promoters – Detractors) / (Total number of respondents) x 100
Voluntary turnover rate
The voluntary turnover rate is the percentage of workers who choose to leave the company, as opposed to being laid off or terminated. Typically, the voluntary turnover rate is lower when employees feel happy in their jobs. A low rate means the company spends less money on hiring new people, retains more knowledge, and maintains better morale.
Formula: (Number of employees who left voluntarily) / (Average number of employees) x 100
Workforce productivity KPIs
Revenue per employee
Revenue per employee analyzes a company’s profitability on a per-worker basis. Revenue per employee varies enormously by industry, so it is most useful tracked against your own sector and your own trend over time rather than against a single headline company. This metric helps gauge the effectiveness and efficiency of the workforce. Specifically, a higher revenue per employee indicates the efficient use of human capital, which translates into higher profits.
Formula: (Total revenue) / (Total number of employees)
Revenue per employee tells you how efficiently your workforce converts to results, and pairing it with attrition prediction turns a lagging productivity number into an early warning system for the people driving it.
Absenteeism rate
The Absenteeism Rate measures employees’ unplanned absences from work as a proportion of total workdays. Reducing absenteeism ensures that business operations can continue normally and efficiently.
Formula: (Total days of employee absence) / (Total available workdays) x 100
Overtime percentage
The Overtime Percentage calculates the proportion of overtime hours worked compared to the total number of normal work hours. Sustained high overtime is an early warning for burnout and rising labor cost.
Formula: (Total overtime hours worked) / (Total regular work hours) x 100
Diversity and inclusion KPIs
Diversity index
The Diversity Index calculates the representation of women and people from different racial and ethnic backgrounds within an organization. Tracking representation over time shows whether hiring and promotion practices are shifting the mix.
Formula: (Number of diverse employees) / (Total number of employees) x 100
Inclusion rating
The Inclusion Rating measures how employees feel treated fairly, accepted, and valued at work. Creating a sense of community and acceptance in the workplace tends to show up in lower attrition and higher engagement scores. When workers feel a strong sense of belonging, they are more motivated to positively impact the company’s bottom line.
Compliance and legal KPIs
HR compliance index
The HR Compliance Index evaluates how well a company follows human resources and employment legislation. A low score here is an early warning of legal exposure.
Formula: (Number of HR policy compliance incidents) / (Total number of HR policy assessments) x 100
Employee relations cases
The Employee Relations Cases metric records the number of complaints, disagreements, and investigations in the workplace. Effective management and prevention of employee relations situations are necessary to achieve harmony in the workplace. This KPI helps keep operations running smoothly and ensures disagreements are resolved quickly.
Formula: (Number of employee relations cases) / (Total number of employees) x 100
Compensation and benefits KPIs
Total compensation ratio
The Total Compensation Ratio evaluates employee pay in relation to the business’s overall success. Tying compensation to performance and the business’s health improves fairness and transparency. It helps confirm pay is keeping pace with what the business earns.
Formula: (Total employee compensation) / (Total organizational financial performance)
Benefits satisfaction
Benefits Satisfaction gauges how content workers feel with their compensation and benefits packages. If workers value the perks they receive, they are more inclined to stay with the company. Low scores here often show up later as voluntary turnover.
HR technology KPIs
HR technology adoption rate
The HR Technology Adoption Rate monitors how frequently employees use and adopt HR software. Low adoption usually means HR is still keying data by hand. This efficiency frees up HR departments to concentrate on more important, strategic endeavors.
Formula: (Number of HR tech users) / (Total number of employees) x 100
Time spent on administrative tasks
The Time Spent on Administrative Tasks metric estimates the time human resources staff dedicate to routine, non-strategic tasks. When HR professionals spend less time on administrative work, they can devote more effort to strategic HR initiatives and key activities, such as talent management and development.
Formula: (Total hours spent on administrative tasks) / (Total HR department hours)
Workplace safety KPIs
Lost-time injury rate
The lost-time injury rate shows how often injuries keep employees off work. Maintaining a risk-free workplace protects workers and simultaneously cuts down on injury-related expenses.
Formula: (Number of lost-time injuries) / (Total hours worked) x 1000
Workplace satisfaction
Workplace Satisfaction measures employees’ overall contentment with their work setting, including the culture and facilities. Employees who feel happy in their jobs are more invested in their work, produce better results, and create a more pleasant environment for everyone.
Succession planning KPIs
Leadership pipeline
Organizations use the Leadership Pipeline to assess potential future leaders. Having a solid leadership pipeline helps a company save money on costly external recruitment efforts and keeps leadership transitions smoother.
Formula: (Number of internal candidates for leadership positions) / (Total number of leadership positions)
Succession fill rate
The Succession Fill Rate measures how many top positions an organization filled from internal candidates. Effective succession planning and a high succession fill rate demonstrate the value of investing in talent development for a company’s long-term success.
Formula: (Number of leadership positions filled internally) / (Total number of leadership positions) x 100
HR budget management KPIs
HR budget variance
The HR Budget Variance analyzes actual spending in relation to financial forecasts. Watching spend in both directions, over and under projections, helps HR get more from a limited budget.
Formula: (Planned HR budget – Actual HR spending)
Measuring all 26 of these HR KPIs is essential for managing and improving the HR department’s operations.
HR departments can gain a strategic advantage through better decision-making when they can access and evaluate the vast amounts of HR data available through Business Intelligence tools like Power BI and Tableau.
How Brickclay helps you turn HR KPIs into decisions
Here is the gap most HR teams hit: the KPIs are clear, but the data to calculate them sits in five disconnected systems, and pulling it together eats the time that should go to strategy.
Brickclay closes that gap. We build the workforce analytics layer that connects your HRIS, payroll, and performance data into one place, then turn it into business intelligence dashboards that track the KPIs your leadership reviews, from cost per hire to engagement to revenue per employee. For teams under pressure to move beyond headcount reporting, we build predictive models that flag attrition risk and workforce cost before they surface in the financials.
If your workforce data is scattered and your HR reporting is manual, that is exactly what we solve. Contact us to talk through an HR analytics setup that connects your people data to business outcomes.
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FAQ
For individual performance, the two most useful HR metrics are the employee performance rating and employee learning and growth. These metrics support data-driven HR management strategies by quantitatively measuring performance against benchmarks and evaluating professional development milestones, ensuring a competent staff.
Measuring HR performance shows whether HR work supports the business plan and ensure alignment with the company’s business plan. Tracking these KPIs lets management tighten HR processes, efficiently manage employees, and make informed decisions that drive overall success.
HR teams use four recruiting metrics to improve hiring. Key metrics like Time to Fill, Cost per Hire, Quality of Hire, and Source of Hire provide data-driven insights to efficiently allocate resources and attract high-caliber candidates.
The best way to measure engagement is by tracking the Employee Engagement Score and the Employee Net Promoter Score (eNPS). Monitoring these allows organizations to understand workers’ investment and loyalty, helping them improve employee engagement score to boost productivity and retention.
HR analytics improve productivity by using metrics like Revenue per Employee and the Absenteeism Rate. These insights help track workforce productivity metrics by gauging the efficiency of human capital and ensuring business continuity by minimizing unplanned absences.
Diversity Index (representation) and Inclusion Rating (employee feeling of acceptance) are key KPIs. Tracking these Human capital performance indicators shows whether the workplace is becoming more diverse and inclusive, which is linked to better innovation and commitment.
A Human Resources Management System (HRMS) effectively tracks human resources performance metrics by automating data collection and analysis in real-time. This simplifies KPI management, reduces human errors, and enables the HR department to swiftly resolve issues and generate performance reports.
The Leadership Pipeline and the Succession Fill Rate are essential Strategic human resource KPIs. They assess the internal pool of future leaders and measure the rate of internal promotions, validating the investment in talent development for long-term organizational continuity.
Organizations use Business intelligence HR solutions to transform HR data into actionable insights. HR analytics dashboard tools like Power BI allow HR professionals to access and evaluate data, enabling educated decisions that align staff with strategic goals and enhance HR procedures.
Brickclay provides Business Intelligence solutions that turn human resources performance metrics into actionable insights. We track these KPIs in real time so HR teams can tie workforce plans to business goals.
HR leaders connect workforce data to business outcomes by tracking KPIs that tie directly to performance, such as revenue per employee, voluntary turnover, and quality of hire, then modeling them against business results. The shift is from reporting headcount and cost to using workforce analytics that predict attrition, skills gaps, and cost before they affect financial results.
Companies monitor HR KPIs using HR analytics and business intelligence platforms that consolidate data from their HRIS, payroll, and performance systems into dashboards. Tools like Power BI and Tableau are common for building HR scorecards, though the harder part is usually the data integration underneath, which is why many organizations bring in an analytics partner to connect the systems and model the metrics.
A healthy annual voluntary turnover rate is generally in the low double digits, though it varies sharply by industry. What matters more than the headline number is the trend and the mix: losing your highest performers is far more costly than routine turnover in high-churn roles. Track voluntary turnover separately from involuntary to see the real story.
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