---
esco_uri: http://data.europa.eu/esco/skill/8dcbcabe-09f7-4d11-940d-125af57bbc40
esco_label: "track key performance indicators"
relation: essential
onet_soc: 11-3121.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# track key performance indicators — HR Manager

As an HR Manager, 'tracking key performance indicators' isn’t just about numbers; it's about translating business strategy into people metrics and *using* those insights to improve workforce effectiveness. Daily this means regularly monitoring things like employee turnover rate (overall & voluntary), cost per hire, time-to-fill open roles, training ROI, employee engagement scores (from surveys), diversity & inclusion stats, and absence rates. You're not just reporting these – you’re analyzing *why* they are what they are. Is high turnover in a specific department due to poor management? Is low engagement impacting productivity? These questions drive action.

Typical tools include HRIS systems (Workday, BambooHR, etc.) which often have built-in dashboards, Excel for deeper dives and custom reporting, and potentially data visualization software like Tableau or Power BI. A common pitfall is 'vanity metrics' – tracking things that *look* good but don’t actually impact the bottom line. Another is failing to benchmark against industry standards or historical performance; a 10% turnover rate isn't inherently bad if your industry average is 15%.  Focus on leading indicators (like employee satisfaction) as well as lagging ones (like revenue per employee).

Good looks like proactively identifying trends *before* they become problems. For example, noticing an uptick in internal job applications coupled with low engagement scores might signal a need for career development opportunities. It also means being able to clearly communicate these KPIs to leadership – not just presenting data, but explaining the 'so what?' and recommending actionable solutions.  A strong HR Manager uses KPI tracking to demonstrate HR’s contribution to business success, justifying investments in people programs.

Finally, remember context is key. A sudden spike in sick leave might be due to a flu outbreak, not systemic issues. Understanding external factors and qualitative data (exit interviews, focus groups) alongside the numbers provides a more complete picture and prevents misinterpretations.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
