Everything in a company has a reason, and every action should generally be justified by facts and data. The need to use HR statistics to make business decisions is clear and growing. By looking at the landscape, HR professionals can anticipate employee wants and needs and stay ahead of the curve. HR statistics and reports are a good starting point when looking to improve HR practices.
Top Human Resources Statistics in 2022:
(A) Employee retention statistics:
1. 52% of terminated employees believe their manager or company could have done more to discourage them from leaving. But he was the only one in three ex-employees to say they had spoken to their boss about leaving before leaving.
2. The majority of workers leaving their jobs in 2021 cited low income (63%), lack of development opportunities (63%), and neglect at work (57%) as reasons for leaving.
3. 44% of employees cited compensation and/or pay as a compelling factor to stay in their current organization. This statistic shows the percentage of U.S. employees who stay with their current organization if they are satisfied with the factors they choose.
(B) Employee Engagement Statistics:
1. Highly engaged teams are 21% more profitable. Teams that ranked in the top 20% for engagement saw a 41% reduction in absenteeism and a 59% reduction in turnover. The results highlight the fact that employee engagement consists of concrete actions rather than abstract emotions.
2. His 30% of American workers say their jobs are “just for a purpose.” Globally, only 20% of workers are doing their job. “A happy employee is a productive employee” is more than just a company cliché. It is important to create an environment where employees feel engaged and motivated in their roles.
3. The manager is responsible for 70% of the variation in team engagement. Managers have a responsibility to make their employees aware of their responsibilities and to support and represent them when necessary.
4. Actively disengaged employees cost the U.S. $550 billion in lost productivity per year. Employers who increase their employees’ engagement by 10% can boost profits by $2,400 per employee a year. Simply put, unhappy employees will cost you. An engaged workforce can actually make (and save) money, as shown by these employee engagement statistics ROI.
(C) Employee Onboarding Statistics:
1. Use AI to reskill/upskill employees during onboarding: Automated AI-driven onboarding programs (reskilling or upskilling of employees with new HR) are considered absolutely essential by about 40% of departments.
2. He 41% of employees said they were more likely to recommend a friend because of the onboarding program. This statistic shows the percentage of US employees who recommend a friend based on their first 60-day employee onboarding experience.
(D) Hiring & Recruitment Statistics:
Glassdoor research suggests that a well-designed hiring and recruitment strategy can help your business quickly find qualified workers, who are a good fit for your company culture and the specific role.
▪ 51% of job hunters prefer finding job opportunities through online listings. While a large number of job seekers use their network of friends and colleagues to find positions, over half of job seekers prefer finding jobs through large online job boards that feature openings from many companies.
▪ 53% of people look up company details and reviews on job search
websites. Websites, such as Glassdoor, PayScale, and LinkedIn, offer insights into what it’s like to work for a certain organization. Just like when they’re making a major purchase, job seekers check reviews on prospective companies.
▪ Salary (67%) and benefits (63%) are the most important information to job seekers. These two “what’s-in-it-for-me” features of a role shape their decision about whether to accept it.
▪ 55% of 35- to 44-year-olds applied for a job using a mobile device. While many assume younger applicants are more likely to apply for jobs on their phones, applicants of all ages have embraced mobile devices for online job applications.
(E) Diversity, Equity & Inclusion Statistics:
Companies that employ strong diversity practices have been shown to outperform those that do not while helping to achieve equality for underrepresented groups.
1. The global workforce is 55.3% male and 44.7% female. Women have made great strides in the workplace, but remain in the minority compared to men.
2. His 58% of management positions are men. In the US, the nearly 60/40 split presents a clear opportunity for further progress.
3. A LinkedIn report also highlights that Black and Hispanic workers only make up 5.8% of senior positions.
4. Greater gender diversity could increase gross domestic product (GDP) by US$12 trillion. One estimate suggests that if the gender gap narrowed, global GDP could increase by $12 trillion, and companies that improve gender diversity could benefit from that growth. increase.
5. According to McKinsey’s Diversity and Inclusion report, companies with high gender diversity outperform those with low diversity by 25%. If a company has both men and women in management, it is 25% more likely to outperform its peers.
6. Ethnically diverse firms outperform less diverse firm competitors by 36%: Ethnically diverse practices are strongly correlated with better financial performance. Ethnically diverse leadership teams were 36% more likely to do well financially.
(F) Onboarding Statistics:
Onboarding employees quickly is important, but downsizing can lead to poor performance and high turnover. His BambooHR, an HR software-as-a-service company, emphasizes:
1. 25% of corporate onboarding programs do not include training. Don’t just give your employees computers, keys, or other tools, and expect them to do well on day one. Most new hires want hands-on training so they know how to be successful in their role.
2. Up to 20% of staff turnover occurs within the first 45 days. If an employee joins and leaves quickly, the onboarding process may be overlooking something critical to the new hire’s success. Recruiting and training new employees is expensive, so it’s important to recruit well and retain talent.
3. He 72% of respondents named her one-on-one meeting with Line her manager as the most important part of the onboarding process. The manager should schedule her one-on-one time during the onboarding process to support the new hire and ensure the process runs smoothly.
4. 70% of respondents said having friends at work was the most important factor for happy working life. Starting a new job can be lonely and overwhelming, and a strong onboarding process helps employees build relationships. Half of the employees who have a best friend at work say they feel a strong connection with their company.
(G) HR Software & Technology Market Statistics:
HR software can increase departmental efficiency and insight. A good enterprise resource planning (ERP) system may include a human resources module.
♣ According to a PwC HR Technology survey, 58% of companies use HR technology to find, attract and retain talent. Digital systems are replacing paper-based recruitment processes and automating certain aspects of them.
♣ HR leaders expect the cloud to increase productivity while reducing costs. About 44% of talent managers are considering cloud solutions to improve efficiency and productivity, and 35% see the cloud as a cost-saving opportunity.
♣ 74% plan to increase their spending on HR technology. Due to the savings and opportunities offered by human resource management systems (HRMS), most companies plan to expand their use.
Frequently Asked Questions
What is the most important HR activity?
Maintaining payroll, benefits, and company culture is an essential responsibility for the HR department. Companies need to create attractive salaries while minding profit margins to sustain growth. As a result, HR monitors employee pay and ensures adherence to all company cultural standards.
What are HR statistics?
It refers to any analysis driven through the application of statistics. HR analytics is analytics applied to the domain of HR. These analytics can be advanced predictive analytics, or basic, descriptive statistics.
What are the 5 most important human resources?
Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety.
What are the 7 major goals of human resources?
Human Resource activities fall under 7 core functions: Recruitment and Selection, Training and Development, Performance Management, Employee Relations, Employment Law and Compliance, Compensation, and Benefits and Administration, and Payroll & HR Systems.
What are the 7 HR processes?
Recruitment & selection, performance management, learning & development, succession planning, compensation and benefits, Human Resources Information Systems, and HR data and analytics are considered cornerstones of effective HRM.
