HR statistics and trends to know 

HR professionals shape the foundation of every successful organization. The right people bring ideas to life, fuel innovation, and create a thriving workplace. However, a strong team takes more than good intentions—it takes strategy, and strategy starts with data.

HR statistics uncover the patterns behind hiring, engagement, and workplace culture. Tracking these insights helps refine decision-making, strengthen retention rates, and position HR as a key driver of business success. Every hiring choice, policy change, and engagement initiative shapes the workforce, making reliable data essential for long-term growth.

HR statistics for 2025

Building strong HR plans, strategies, and programs starts with real data. HR statistics reveal key HR trends shaping hiring, engagement, and workplace culture. You can use these insights to make informed decisions and create a strategy that supports long-term success.

Recruitment and retention statistics

1. HR and hiring professionals find candidates through social media. About 91 percent use platforms like LinkedIn, Instagram, and Twitter to connect with potential hires. 

Over the past decade, social media has transformed into a powerful recruiting tool. HR professionals can focus on building a strong online presence to attract skilled candidates and expand their reach.

2. Nearly 67 percent of HR professionals believe that artificial intelligence (AI) offers many benefits and has a positive impact on the recruitment process.

HR professionals say AI makes their work easier by freeing up their time and providing valuable insights during the recruiting process. 

3. 35 percent of people believe using AI can lead to overlooking unique talents. 

HR teams can reduce bias by training AI systems with diverse data, implementing blind screening, and developing standard criteria for assessing candidates. 

4. About 55 percent of people say they have abandoned a job application after reading a negative review about the company. 

Maintaining a good employer brand is important to attracting top talent. Companies that respond professionally to negative reviews, showcase workplace improvements, and highlight positive experiences earn trust and stand out as desirable employers.

5. A whopping 77 percent of people say a prospective employer has ghosted them.

Unfortunately, many organizations have ghosted candidates—whether by ignoring applications, cutting off communication after interviews, or never following up on next steps. While this might save time in the short term, it damages employer branding and creates a negative candidate experience. 

Instead of ghosting, organizations can improve their image in the job market by maintaining open communication with candidates, being transparent about timelessness, and providing constructive feedback. 

6. Branding your recruitment process is becoming increasingly important. Eighty-six percent of HR professionals report that recruitment is becoming more like marketing. 

Organizations have to “sell” themselves to candidates. According to Forbes, companies can brand their recruitment process by having a people-centric hiring process, sending meaningful communication, and using HR technology to provide a smooth experience for HR people and candidates.

7. Having a strong employer brand allows organizations to attract talent and improve retention by 28 percent. 

In addition to bringing in high-quality candidates and reducing turnover, employer branding directly impacts a company’s bottom line. A positive reputation leads to faster hiring cycles, lowers recruitment costs, and reduced hiring costs. Companies that invest in a strong brand create an environment where people want to stay, reducing the need for constant rehiring. 

8. A good onboarding experience is critical in the recruitment process, as organizations with great onboarding experience a 70 percent boost in new joiners’ productivity. 

Onboarding is a new team member’s first impression of the company and its culture. A well-structured program helps new hires feel welcomed, engaged, and equipped to contribute from day one. Companies that invest in clear onboarding processes, strong support, and a great introduction to company culture create an environment where people thrive and stay. 

9. Up to 38 percent of employers list retention as a top metric for measuring the effectiveness of their hiring process. 

When people stay beyond the first three months to a year, it signals a strong hiring and onboarding strategy. Companies that focus on better onboarding create an environment where new hires stay longer.

<<Download this free strategic talent management template to maximize your people’s potential.>>

Employee engagement and retention statistics 

10. About 90 percent of organizations acknowledge that retention is a significant priority. 

A high turnover rate is a big problem for many companies. Great employee retention strategies organizations can use include providing opportunities for career growth, offering competitive compensation, and implementing employee recognition programs. 

11. More than 55 percent of employers are having difficulty hiring and retaining people.

Research shows that poor compensation, limited benefits, unhealthy work environments, and a lack of growth opportunities push people to leave. Companies that offer competitive pay, create a positive workplace culture, and provide clear career growth opportunities see higher retention and stronger teams.

12. The top three drivers of engagement and retention are purposeful work, pride in the organization, and a fun work environment.

People stay 2.7 times longer when their work feels meaningful, engage 2.2 times more when they feel proud of their contributions, and commit 1.7 times more when they work in an enjoyable environment. 

13. Seventy percent of people say they would not work for a top company if it meant they had to tolerate a bad workplace culture. 

Studies show that people prioritize supportive leadership and a positive culture where they can be themselves. Create an environment where people feel valued by encouraging open communication, recognizing achievements, and ensuring leadership sets a strong example. Invest in initiatives that promote inclusivity, psychological safety, and team collaboration to create a culture that attracts and retains people.

14. Only 43 percent of people with location restrictions plan to stay long-term compared to 60 percent of those with flexible work options.

Employee retention significantly improves when people have a voice in selecting their work location. Not all roles or organizations can offer this level of flexibility, but organizations can compensate by providing other benefits such as free transportation, wellness programs, and great benefits. 

15. Learning and development programs have a significant impact on engagement and retention. Sixty-one percent of people say upskilling opportunities are an important reason to stay at their workplace.

Most people have an interest in upskilling to advance their current careers and are likely to put in less effort at a company that doesn’t offer training or go to an organization that provides upskilling opportunities. 

16. Purpose-driven companies tend to have 40 percent higher levels of retention than other companies.

Purpose acts as a key differentiator in business success. Companies that embed purpose into their culture experience faster growth, higher productivity, and stronger team commitment. A clear mission drives engagement and creates a workplace where people feel valued and choose to stay long-term.

17. Team leaders or managers account for 70 percent of the variance in team engagement.

Engaged team leaders or managers typically means having an engaged team. Strong leadership directly influences motivation, productivity, and overall workplace satisfaction. C-suite executives who invest in leadership development, communication, and workplace culture create conditions where managers can engage their teams effectively, leading to better performance and retention.

<<Take the pulse of your people with employee satisfaction survey templates.>>

18. A toxic corporate culture is the strongest cause of attrition—10x more than compensation.

According to MIT Sloan, the top elements contributing to toxic cultures include unethical behavior, workers feeling disrespected, and failure to promote diversity, equity, and inclusion. Organizations can improve corporate culture by prioritizing DEI, rewarding ethical behavior, and promoting respect among team members. 

19. The top three engaging leadership behaviors that can boost retention are listening, speaking, and recognizing good work.

Effective leadership practices include actively listening to team members by encouraging open dialogue and acting on feedback, ensuring transparent and consistent communication to build trust and alignment, and creating a culture of appreciation through regular recognition, whether in one-on-one settings, team meetings, or company-wide acknowledgments. 

When leaders prioritize these behaviors, they strengthen relationships, improve engagement, and increase retention.

20. Nearly 80 percent of people worldwide are not engaged at work, and high engagement levels can reduce turnover by 51 percent.

For organizations experiencing high turnover, it might be time to focus on improving engagement. Frequent pulse surveys and engagement surveys can help uncover areas detracting from your people’s experience and affecting engagement. 

<<Successfully retain your people with this retention plan template.>> 

Hybrid, remote, and onsite workforce statistics

21. Over 60 percent of managers say working from home increases motivation, and 59.5 percent agree it increases productivity. 

Managers are now more likely to support requests for remote or hybrid working as a result of positive experiences managing a remote team.

22. A survey found that four out of 10 people want to work in-office for a maximum of two to three days per week.

Hybrid work can help people remain productive and connected to the organization’s culture. Although fully remote team members enjoy their flexibility, 38 percent of them say they would like to have in-person office experiences. 

23. Up to 74 percent of finance leaders and CFOs plan to shift at least five percent of on-site team members to permanently remote positions.

More CFOs recognized that society has evolved to make remote work more feasible than before. Out of 317 CFOs and finance leaders surveyed by Gartner, almost three-quarters plan to operate partly remote teams.

24. Seventy-eight percent of companies invest in systems and technology to support collaboration and communication in remote teams.

Good collaboration and communication make remote work a success. Remote workers surveyed said their primary method of collaboration is via messaging apps (50 percent), emails (22 percent), and online meetings (19 percent). 

25. A Stanford University experiment showed that working from home can improve people’s performance by 13 percent.

In this experiment, Ctrip, a Chinese travel agency, randomly assigned people to work from home or in the office. They found that working at home led to a 13 percent increase in performance. 

26. Up to 65 percent of people are craving in-person time at a physical workspace with their team members.

Business leaders recognize the demand for more in-person collaboration and plan to adjust workspaces accordingly. About 66 percent are considering office redesigns to better support hybrid work. Workplaces are evolving to include more collaborative spaces, flexible seating arrangements, and technology that bridges the gap between remote and in-person team members.

27. Company executives believe that returning to the office would increase collaboration by 45 percent and morale by 61 percent.

While 50 percent of CEOs say remote work has not impacted productivity, many push for in-office interactions to strengthen morale, teamwork, and innovation. 

28. A recent KPMG study found that 83 percent of CEOs expect a full return to the office within the next three years.

Many executives view in-office collaboration as essential for boosting innovation, strengthening company culture, and enhancing productivity. As organizations navigate evolving workplace trends, HR leaders are balancing business priorities with employee expectations for flexibility and work-life balance.

29. Around 90 percent of CEOS plan to reward in-office attendance with promotions, pay raises, and better assignments.

Companies looking to encourage office attendance can ensure their policies are transparent, equitable, and aligned with broader talent retention strategies. Instead of mandating a return, organizations can focus on making the office a destination—offering meaningful interactions, professional development opportunities, and an environment that supports both collaboration and wellbeing.

30. According to research, most managers and leaders prefer hybrid work and hesitate for team members to be fully remote.

Leaders want to give their people flexibility, but they have some concerns about sustaining team performance and organizational culture if people work from home permanently.

HR technology and automation trends

31. A survey found that 65 percent of small businesses in the United States now use HR software, while 15 percent plan to use it in the next two years. 

Small businesses can use HR software to streamline administrative tasks, automate payroll and benefits, and enhance the employee experience with self-service tools. Adopting HR technology helps small businesses transform their HR departments, improve efficiency, and make more data-driven decisions to support growth and engagement.

32. Almost one-third of HR leaders are using generative AI technology during the hiring process.

HR professionals are using AI technology to automate resume screening, generate personalized interview questions, and improve job descriptions. AI-driven tools help recruiters save time, reduce bias, and enhance the candidate experience by making hiring processes more efficient and targeted.

33. The HR and payroll software market size in the United States will be worth $20.6 billion in 2024. 

As businesses continue adopting digital solutions, the market is expected to grow even further in the coming years. Companies are investing in HR technology to streamline payroll, ensure compliance, and enhance the experience. Cloud-based platforms, AI-driven analytics, and automation tools are driving this expansion, making HR and payroll systems more efficient and scalable.

34. Industry experts project the global HR technology market to increase from $40.45 billion in 2024 to $81.84 billion by 2032.

Factors driving the market’s growth include the rise of automation in human resource operations and the increasing adoption of generative AI solutions. Businesses are also prioritizing employee experience platforms, learning management systems, and data-driven decision-making tools to improve talent management, engagement, and workforce planning. As remote and hybrid work models continue evolving, demand for integrated HR solutions will only accelerate.

35. Up to 22 percent of organizations plan to use HR technology to track remote work productivity and performance but haven’t implemented it yet.

HR professionals unanimously agree that remote work is here to stay and want to use HR technology to track performance and productivity metrics for remote team members. Leveraging workforce analytics, time-tracking tools, and AI-driven insights helps companies gain a clearer picture of productivity trends while ensuring fair evaluations. The challenge lies in balancing performance tracking with trust and autonomy, ensuring people feel supported rather than micromanaged.

36. Following the deployment of cloud HR, companies cite greater HR control (89 percent), money savings (82 percent), and improved UX (87 percent).

When executed effectively, cloud technology provides HR leaders with real-time data, enhances analytics, and improves overall HR operations. Access to accurate insights strengthens decision-making and creates a more efficient, data-driven HR function. 

37. About 46 percent of businesses report achieving measurable business value by adopting HR SaaS.

Companies using HR SaaS (software-as-a-service) see increased efficiency, shorter process cycles, and improved overall performance. Automating repetitive HR tasks such as payroll, benefits administration, and compliance tracking reduces manual workload and minimizes errors. Cloud-based HR solutions also provide real-time data and analytics, helping leaders make informed decisions about workforce planning, engagement, and retention. 

38. About one in two HR professionals in the United Kingdom (UK) report they have invested €50,000 or more in HR technologies over the last financial year. 

HR leaders recognize the value of technology in workforce management and plan to expand their investments. Many seek to improve efficiency, streamline operations, and strengthen decision-making through better tools and automation.

39. Over 21 percent of HR leaders express concerns over the security of critical HR data stored in the cloud as a top technology challenge. 

Successful cloud adoption requires a proactive approach to security and skills development. Strengthening cybersecurity measures and providing HR teams with the right training can help mitigate risks and ensure a smooth transition.

40. Twenty percent of organizations rank analytics and AI as their top priority for HR IT spending. 

HR people are prioritizing analytics and AI. In response, leading HR software providers are focusing on embedding analytics, machine learning, and AI in the core platform. 

<<Learn how to choose the right HR software for your business.>>

Diversity, inclusion, and wellbeing statistics

41. In a McKinsey survey, 47 percent of C-suite executives say that diversity and inclusion have improved in their organization. 

Diversity, equity, and inclusion (DEI) initiatives remain essential for attracting and retaining talent. To achieve DEI goals, companies can implement strategies like diversity training, inclusive recruitment, and employee resource groups while actively promoting equal opportunities for all team members across different levels of the organization.

42. Seventy-five percent of people say they have a more active lifestyle when working remotely. 

Hybrid workplace models are helping people reclaim their physical health. With greater flexibility in their schedules, remote and hybrid workers can integrate movement into their day—whether by taking walks between meetings, exercising during lunch breaks, or setting up personalized workspaces. 

Without long commutes, many also have more time for activities like cooking healthier meals or engaging in mindfulness practices. This shift toward better work-life balance contributes to overall wellbeing, increased energy levels, and improved productivity.

43. Sixty-one percent of business leaders say they are ‘thriving” right now. 

Many leaders feel satisfied with their careers, yet 37 percent of people worldwide believe their organizations demand too much from them. This disconnect shows the gap between leadership experiences and workplace realities. 

44. Twenty percent of people say their organization does not care about work-life balance. Almost 40 percent feel exhausted, and 54 percent feel overworked.

High-productivity culture is masking an exhausted workforce. Pressure to meet deadlines, attend constant meetings, and hit performance targets leaves many struggling to maintain balance.

45. About 62 percent of people agree that improved workspaces with comfortable furniture are important in improving company culture.

Providing ergonomic furniture, relaxation spaces, and comfortable work desks can create a culture where employee wellness positively impacts their work performance. 

46. The Gallup Center on Black Voices study finds that one in four black people and 24 percent of Hispanic people experienced discrimination at work in the past year. 

Companies can improve inclusivity by promoting diverse leadership, having clear anti-discriminatory policies, and establishing anonymous or safe reporting channels for discrimination. 

47. Only one in four C-suite executives is a woman—and only one in 20 is a woman of color.

HR teams can address unconscious bias by offering resources to help company leaders recognize and avoid biases that may affect decisions on promotions. Implementing structured mentorship programs, leadership development initiatives, and transparent promotion criteria can create more equitable career advancement opportunities. Companies can set diversity goals, track progress through data-driven insights, and build an inclusive culture where all people feel supported in reaching leadership roles. 

48. Up to 63 percent of women and 58 percent of men would think more highly of an employer who didn’t ask them about their salary history. 

Asking about past earnings can create pay disparities, especially for women, people of color, and disabled individuals. Many job seekers prefer workplaces that focus on skills and experience rather than previous salaries. 

49. Approximately 63 percent of people say they currently prioritize DEI when choosing a company to work at. 

Organizations with DEI strategies at the core experience higher retention, engagement, satisfaction, and commitment. Creating an inclusive culture where people feel valued and represented helps attract top talent and fosters a sense of belonging. Companies that actively invest in DEI initiatives—such as diverse hiring practices, employee resource groups, inclusive leadership training, and equitable career development opportunities—build stronger, more innovative teams. 

50. More Americans say DEI practices help rather than hurt Black, Hispanic, and Asian men and women, as well as White women.

As organizations continue refining their DEI&B strategies, HR leaders play a critical role in ensuring these efforts are both effective and sustainable. Embedding inclusivity into company culture—through mentorship programs, equitable pay structures, and diverse hiring practices—can create workplaces where all professionals thrive.

Learning and development statistics

51. Fifty-one percent of employers strongly believe their company leadership is clear on the skills for future organizational success.

Top organizations plan for the future of their company, and that includes equipping team members now with the skills they need to execute the company’s objectives. This requires a proactive approach, including workforce planning, skills assessments, and continuous learning opportunities that align with long-term business goals. Companies that invest in future-ready skills today can stay competitive and drive sustainable growth.

52. About 67 percent of people want to advance their careers through learning and development opportunities provided by their employers. 

People stay longer when they can build new skills, and companies gain a more capable workforce that adapts and thrives in a changing business environment. Offering structured career paths, mentorship programs, and access to on-demand training supports professional growth while closing critical skills gaps. 

53. Nearly half of L&D professionals say there’s a skills crisis, with 49 percent agreeing that business executives worry that team members don’t have the skills to execute business strategy.

HR leaders can help the business achieve its objectives by providing training programs in core skill areas such as business development, team leadership, strategic HR, and management.

54. About 62 percent of employers are investing in L&D to close the skill gap in the organization, and 44 percent want to leverage it to improve engagement. 

Having a clear goal for learning and development programs is important as it enables L&D professionals to measure outcomes. Organizations that define specific success metrics—such as retention rates, skill progression, and internal promotions—can better assess the impact of their initiatives. Tracking these outcomes ensures that L&D investments drive both individual and business growth.

55. Over 80 percent of companies plan to maintain or increase their investment in career-driven learning.

While many companies worry about their team’s skills, only 36 percent are actually investing in developing their people and providing career advancement opportunities. This gap highlights the need for companies to move from awareness to action by embedding continuous learning into their culture. Organizations that prioritize career-driven learning gain a competitive edge by building a highly skilled and future-ready workforce.

56. Sixty-four percent of company leaders strongly agree that their organization values and supports every single employee.

Organizations now take a personalized approach to improving their people’s performance. That includes evaluating their individual abilities and providing tailored performance management. This may include goal-setting frameworks, regular feedback loops, and customized development plans that align with people’s strengths and career aspirations. Personalized support not only improves performance but also strengthens engagement and retention.

57. About 52 percent of employers say their workforce is highly adaptable to change. 

Companies that maintain an adaptable workforce through L&D are able to respond faster to changing market conditions, new technologies, and shifting customer demands. Agile organizations encourage continuous learning, cross-functional collaboration, and experimentation. They also empower team members with the right tools and resources to build resilience, ensuring they can quickly adjust to evolving business needs.

58. An industry survey reveals that 75 percent of L&D managers say their organizations will develop more custom learning and development materials in the coming years.

Learning programs tailored to the company and its people can help team members better prepare for the future. Personalized content ensures that people develop the exact skills needed for their roles, making training more relevant and impactful. Organizations can leverage AI-driven learning platforms and employee feedback to create dynamic, customized L&D programs that evolve alongside business needs.

59. Only 56 percent of team members feel that their company is investing in the right resources to develop future skills. 

This disconnect can lead to team members feeling disengaged from learning efforts, undermining the effect of L&D programs. To close the gap, organizations must align their training initiatives with team member needs and career goals. Regular skills assessments, feedback loops, and transparent communication about learning opportunities can help ensure that L&D programs remain relevant and valuable to the workforce.

60. About 91 percent of L&D professionals agree that continuous learning is more important than ever career success.

Continuous learning opportunities, such as coaching, upskilling, and internal role change, help people feel engaged and valued, which contributes to their success. Companies that embed learning into their culture create environments where people are motivated to grow, innovate, and take on new challenges. 

61. About 42 percent of employers report that learning and development opportunities are not sufficiently visible for team members to opt in.

To improve participation, organizations can clearly communicate opportunities, integrate learning into daily workflows, and ensure that programs feel relevant to everyone. Using multiple channels—such as internal platforms, team meetings, and one-on-one check-ins—can boost visibility and accessibility. Additionally, embedding learning into career development plans ensures that team members see the direct benefits of participating in L&D programs.

62. Only 30 percent of employers rate themselves as highly effective at aligning their L&D programs with business goals.

Strengthening the link between learning initiatives and strategic priorities ensures that training efforts benefit both team members and the organization. HR leaders can ensure alignment by understanding the organization’s goals, determining the skills needed, and tailoring L&D programs to fit set objectives.

<<Download this free LMS RFP template to find the right LMS for your organization.>>

Other interesting HR statistics

63. Research shows that organizations with highly engaged team members are more profitable than other companies.

This study explains that companies with engaged team members achieve 20 percent higher sales compared to competitors. Engaged people are more productive, provide better customer service, and contribute to a stronger company culture. Organizations that prioritize engagement through recognition programs, career development opportunities, and transparent communication see higher retention rates and improved overall performance.

64. Almost 31 percent of people worry that an organization may reject their application if they use AI.

People are skeptical that a company might reject their application if they use AI and, therefore, disagree with organizations using AI in screening job applications. Concerns include AI potentially filtering out qualified candidates due to biases in algorithms or the inability to properly assess soft skills. To build trust, companies must be transparent about how they use AI in hiring, ensure AI-driven tools are fair and unbiased, and maintain human oversight in the selection process.

65. Thirty percent of companies say they have achieved gender equality, an improvement from 24 percent in the prior year. 

Over the years, more companies have made progress toward gender equality by auditing their DEI policies and programs. This includes implementing equitable hiring practices, creating inclusive workplace cultures, and ensuring leadership pathways are accessible to all. 

Organizations that prioritize gender diversity see benefits such as stronger decision-making, higher innovation, and improved satisfaction. However, continued efforts are needed to address the remaining gaps and ensure long-term progress.

66. About 43 percent of HR leaders report that they do not have an explicit future of work strategy.

Workforce planning requires anticipating future talent needs, yet many HR leaders acknowledge they have not developed a structured approach. While 43 percent consider it a priority, they haven’t put a concrete plan in place to address evolving workplace demands.

<<Download and use these free succession planning templates to get started.>>

67. In a PwC survey, organizations list HR analytics (39 percent), DEI (19 percent), and employee upskilling (28 percent) as part of the top ten challenges they face within human resources. 

According to PwC, companies can leverage HR tech to optimize processes and solve these issues. Advanced HR analytics provide data-driven insights for better decision-making, AI-powered tools enhance DEI efforts by reducing bias in hiring, and an LMS enables scalable upskilling programs. Integrating the right technology helps organizations address these HR challenges while improving efficiency, inclusivity, and development.

68. Only 50 percent of the workforce believes their organization promotes a strong performance management culture.

Performance management offers organizations many benefits, including enhanced performance, individual and team development, increased morale, and alignment of team members’ goals with organizational objectives. 

69. Nearly 69 percent of people agree that their professional goals align with those of their workplace. 

When individual ambitions match company objectives, both sides benefit. People feel more engaged and motivated, while organizations gain a workforce that actively contributes to long-term success.

70. Forty-four percent of companies are unlikely to switch their HR technology vendor.  

This highlights the importance of choosing the right HR software for your business. When choosing a software, assess costs, features, and capabilities and ensure it aligns with your organization’s needs. 

71. About 45 percent of employers say they’re aware of skill gaps in the organization. 

Regularly monitoring team members’ skills and skill gaps provides insights for a company’s hiring, upskilling, and development strategies. Identifying these gaps allows organizations to proactively address workforce needs by implementing targeted training programs, reskilling initiatives, and succession planning.

72. Organizational design and change management is a priority for 53 percent of HR leaders.

At the same time, 45 percent of people say they’re fatigued by change. For change management to be successful, HR leaders need to help team members navigate change and reduce the impact change will have on their work and most importantly, their wellbeing. 

Upcoming HR trends in 2025

Integrating AI into HR processes, prioritizing wellbeing, and adopting sustainable practices have become essential for building a strong HR strategy. HR leaders are leveraging AI for data-driven decision-making, streamlining recruitment, and enhancing people’s experiences through personalized development programs. At the same time, companies are focusing on holistic wellbeing initiatives, including mental health support, financial wellness programs, and flexible work options. Sustainability is also a growing priority, with organizations embedding ESG (environmental, social, and governance) principles into their HR policies to attract purpose-driven talent.

Staying ahead of workforce trends will set successful HR leaders apart. Those who embrace innovation, create a culture of continuous learning, and leverage technology to enhance the employee experience will drive long-term success.

HR statistic FAQs

What are the key HR stats?

Key HR stats are the areas of HR that human resource professionals can track regularly to get an idea of the future of HR and its function in an organization. They include:

• Employee growth rate
• Employee engagement 
• Employee net promoter score (eNPS)
• Gender diversity ratio
• Employee wellbeing
• Absenteeism rates

What are the main areas of HR?

The core areas of HR are recruitment and hiring, training and development, performance management, compensation and benefits, and compliance. 

What HR statistics are most important for measuring workforce success?

Key HR statistics help HR leaders assess overall organizational health, identify areas for improvement, and develop strategies to enhance employee satisfaction and performance. Tracking these statistics regularly ensures that companies stay competitive and create a thriving workplace.