Among the results:

• Asked to rank their experience and expertise using HR metrics on a 1–10 scale, with 1 representing “no experience/expertise” and 10 “extremely experienced/expert,” 64% of respondents rated their expertise as a five or lower.

• Asked how important collection and analysis of HR metrics was to their organization, with 1 representing “not at all important” and 10″extremely important;” 59% rated metrics at a six or higher.

• Roughly, 85% of those surveyed said turnover was the metric they currently tracked or used. Other leading choices were involuntary turnover rate and voluntary turnover (63% each), cost of benefits (59%), average length of employment (51%), employee satisfaction (44%), promotions (37%), absenteeism (34%), transfers (34%), and employee demographics (32%).

• Most respondents (81%) said they had used HR metrics professionally for 10 or less years

• About half reported using either internal or industry benchmarks to monitor performance.

• In terms of how HR metrics are shared, 28% said the results stay in the HR department, 63% share with the CEO, 39% with the rest of the C-suite (he most important company senior executives), 25% with the board, and 26% with managers with reporting staff.

• More than half of respondents calculated metrics and ran reports monthly; 40% also generate annual reports, 37% go with quarterly reports, and 26% produce them “as needed.”

• Eighty-seven percent of respondents produce their HR metrics without support from specialized software or vendors.