HR KPIs & Metrics Across the Employee Lifecycle

Why Track HR Metrics Across the Lifecycle?

No single metric gives the full picture of organizational health. But when HR tracks key performance indicators (KPIs) across the employee journey, it can identify bottlenecks, measure interventions, and connect people programs to business outcomes.

Lifecycle-based metrics provide both a diagnostic lens (where are we now?) and a directional compass (where should we improve?).

Key Lifecycle Stages & Associated Metrics

1. Attraction & Hiring

• Cost per hire
• Time to fill / time to hire
• Source of hire effectiveness
• Candidate experience (e.g., NPS)

2. Onboarding

• Time to productivity
• 90-day retention rate
• Onboarding satisfaction score
• Completion rate of onboarding tasks

3. Development

• Learning participation rate
• Internal mobility / promotion rate
• Manager feedback quality
• Learning ROI

4. Engagement & Retention

• Employee engagement score
• Voluntary turnover rate
• Absenteeism rate
• Stay interviews conducted

5. Performance & Recognition

• Goal completion rate
• High performer retention
• Performance distribution curve
• Recognition frequency

6. Exit & Alumni

• Exit interview themes
• Regrettable turnover rate
• Rehire eligibility rate
• Time to backfill

Choosing the Right Metrics

Don’t track everything—track what matters. Good KPIs are:

• Relevant to business goals
• Reliable and consistently defined
• Responsive to action (not vanity metrics)

Common Pitfalls

Metrics Alone Don’t Drive Impact

Numbers inform decisions—but people drive change. Use metrics to start conversations, challenge assumptions, and highlight hidden wins or risks. Combine data with qualitative insights (surveys, interviews, narratives) for a complete picture.

In the end, a well-designed HR metrics framework isn’t just a dashboard—it’s a tool for learning, leadership, and long-term value creation.