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Leadership development programs are an investment — of time, money, and organizational energy. Yet too often, companies launch these programs without a clear way to know whether they’re truly making a difference.  Imagine applying that same approach to a sales initiative: setting goals, providing resources, but never measuring pipeline growth, conversion rates, or revenue impact. It would be inconceivable. Leadership development should be no different. Measuring outcomes isn’t just about proving value — it’s about learning, improving, and ensuring you’re moving the needle where it matters most. 

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HR metrics and analytics tell you how your workforce is doing and help you determine what’s influencing those results. Tracking metrics seems like it’s the easy part. But today, we use software for almost everything, which means HR professionals have access to an unprecedented amount of valuable people data to analyze. With so much data at your fingertips, how do you know which HR metrics you should be monitoring? What do they tell you about the efficacy of your HR processes? How should you incorporate what you learn into your processes? In this guide, we’re sharing over 80 HR metrics that matter. We’ll look at some metrics you’ve seen before (there’s a reason they’re familiar) as well as some little-known HR metrics you may not have heard of.

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The challenges facing HR professionals in the energy industry seem to be changing as rapidly as the sector itself. Not too long ago, we wrote about the major energy industry HR challenges of 2023, but it’s already time for a refresh. With shifts like the energy transition and heightened competition for talent, the landscape is constantly evolving, practically faster than we can keep up with it. And if you’re feeling overwhelmed by what lies ahead, we’ve got a solution—our team at Corban OneSource can help you handle these complexities with ease. But first, the challenges.

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