Free tool

HR metrics calculator with formulas

Enter your company’s numbers for a period and get 27 HR metrics: turnover, revenue per employee, payroll share, cost per hire, absence and more. Each one comes with the formula filled in with your numbers and what it tells you.

No sign-up. Everything is calculated in your browser and your numbers go nowhere. You can leave fields empty: the metrics that have enough data will still be calculated.

1Period and input numbers

Period Currency

2Metrics

3My metric set

Star the metrics you will track every month — 5 to 7 is enough to start. Copy the set into Excel or Google Sheets, download it, or save it as a link.

My set, Excel table and a link to the calculation What’s nextMetrics show “what”. The HR Analytics course teaches you to find “why”Segmentation, finding the causes of turnover, recruitment and performance analytics, regression and forecasts — on your own data, with homework checked.See the course program

The formulas are standard in HR analytics. Turnover cost is an estimate: set the number of monthly salaries it takes to replace one person yourself.

How it works

What are HR metrics

HR metrics are the numbers that show how people management works and how it affects the business: how much revenue each employee brings in, what share of revenue goes to pay, how many people leave and what a new hire costs. Each metric has a formula, and it becomes meaningful when you compare it with past periods.

The calculator works out 27 metrics from one set of inputs. Enter headcount, money, leavers, hiring, training and absence for a month, quarter or year — it shows every metric with the formula and your numbers, checks that the numbers add up, and turns your chosen metrics into a table for Excel.

Four groups of metrics

Money and productivity: Revenue and profit per employee, payroll as a share of revenue, Human Capital ROI.
Turnover and retention: Overall, voluntary and involuntary turnover, regrettable and early leavers, turnover cost.
Hiring: Cost per hire, applicants per hire, offer acceptance rate, vacancy rate.
Learning, time and HR: Training spend and hours, promotions, absence, overtime, HR staffing and cost.

Questions about HR metrics

Which HR metrics matter most?

Five to seven are enough to start: turnover, especially voluntary, revenue per employee, payroll as a share of revenue, cost and time to hire, and absence rate. Pick the ones tied to this year's company goals.

How do you calculate employee turnover rate?

Divide the number of leavers in the period by average headcount and multiply by 100%. Average headcount is the start and end headcount added together and divided by two. To compare a month or quarter with a year, multiply by 12 and divide by the number of months in the period.

How do you calculate cost per hire?

Add up all hiring costs for the period — job ads, agencies, tools, referral bonuses — and divide by the number of hires in the same period.

What is Human Capital ROI?

Revenue minus all expenses except people costs, divided by people costs. It shows how much each dollar invested in employees brings back.

How often should you track HR metrics?

Turnover, hiring and absence monthly; money and training quarterly. What matters is the trend: compare with past periods for the same team or company.

Where do my numbers go?

Nowhere: the calculator runs in your browser. You can save the calculation as a link or copy it as a table into Excel or Google Sheets.

Back to the guide: HR metrics, 27 formulas

All free HR tools →

12 Contacts

Not sure where to start? Write to us.

We will help you choose a course for your goal and answer questions about the subscription — in any messenger you prefer, during business hours.