HR KPI Template
Instructions
1. List your strategic people priority areas that are aligned with your broader organization
2. For each strategic people priority area, determine the specific Key Performance Indicato
track. It is recommended to have 1-3 KPIs per area to maintain a focused appraoach.
3. Briefly describe what each KPI measures. This provides context for others who may be u
template.
4. Assign a score to each KPI based on the current performance.
5. Set the desired goal for the KPI you want to achieve within a specific time period (e.g., q
6. Add any relevant comments.
For a PDF guide and template, you can check out our Resource Library.
Strategic People Priority
Key Performance Indicator (KPI)
Area
The main focus within your HR The specific metric within the priority area that you
strategy. It could be employee are tracking. This could be, for example, "Turnover
engagement, talent retention, Rate," "Time-to-Fill Vacancies," or "Employee
leadership development, etc. Satisfaction Score."
Employee Net Promoter Score (eNPS)
Employee Engagement
Employee Survey Participation Rate
Voluntary Turnover Rate
Talent Retention
Talent Retention
Internal Promotion Rate
KPI 1
Strategic People Priority
Area 3
KPI 2
KPI 1
Strategic People Priority
Area 4
KPI 2
ur broader organizational goals.
ey Performance Indicators (KPIs) you will
ocused appraoach.
for others who may be using or reviewing the
ecific time period (e.g., quarterly or annually).
rary.
Description Current Score Target
Enter the most recent
data or performance level
A short explanation of what the KPI Set the desired goal for
for this KPI. This serves
measures. this KPI.
as a baseline for tracking
progress over time.
Measures how likely employees are to
recommend their workplace to others,
25 30
providing insights into overall satisfaction and
loyalty.
Tracks the percentage of employees who
respond to engagement surveys, indicating
70% 85%
how engaged employees are with providing
feedback.
Tracks the percentage of employees who
leave the company voluntarily within a set
12% 8%
period, highlighting retention challenges and
success.
Measures the percentage of open positions
filled by existing employees, indicating the
30% 38%
effectiveness of internal talent development
and mobility.
Comments
Any additional notes, observations, or
updates related to the KPI.
Improvement initiatives include increased
leadership communication and wellness
programs to enhance the employee
experience.
Strategies include better communication
about the importance of surveys and follow-
up actions based on feedback.
Focus is on expanded training opportunities
and regular compensation reviews to reduce
voluntary turnover and boost employee
satisfaction.
Priority efforts include implementing more
structured career path programs and creating
an internal talent marketplace.
