3 of April, 2025

Human resources statistics are essential for making the right decisions. Information is power and, in organizations, the human factor is crucial.

There are two frameworks for analysis in the HR department. First, data related to the environment and context where it operates. Second, information derived from the company itself. Combine both sources of information in your HR reports

Importance of human resources statistics

Data intelligence is extremely valuable for managing teams. Having HR statistics allows us to understand reality and its circumstances. Thus, it is more plausible to make the right decisions.

For example, imagine that you are responsible for this activity in your company, and you are unaware that the absenteeism rate in the industry, according to the INE data, is 7.3%. If in your company it reaches 5%, you could consider it a concerning fact.

Of course, it is always advisable to work to reduce work absences. But if you are in the industry, the fact is that your company would be below average. So it would not be so critical.

Similarly, you should know that more than 22% of workers leave their job due to lack of professional development. This figure contrasts with the 9% who do so due to salary or benefit issues. Aspire to retain talent in your organization? That could be the key.

As you have just seen, the Ministry of Labour and Social Economy is an excellent documentary source in this regard. For example, in the case of workplace accidents and affiliations.

The value of internal data

However, it is not enough to put things in context. The most significant facts come from the organization itself. These reflect what is happening and are the most beneficial human resources statistics.

Keep this in mind when structuring and managing your company. It is your responsibility to ensure access to these useful indicators and parameters. Only then will appropriate management be possible.

What are human resources statistics

Having real-time, useful measurable data is critical for your organization.

Below, we detail the most important HR statistics, differentiated by the most strategic areas of labor research.

Work motivation

Are your employees satisfied, involved, and motivated? Productivity and talent retention depend on factors like a good atmosphere or work motivation.

These are the best indicators to portray this reality:

Satisfaction level. It reflects to what extent workers, and teams in general, are comfortable and satisfied in the organization.
Absenteeism. Work absences do not only depend on health and circumstances. When the figure is very high, something is failing and it is advisable to detect it.
Company’s response. The acceptance of proposals and initiatives from bottom to top significantly influences workers’ feelings. Encourage yourself to compile and analyze this reality!
Overtime. By departments or employees, the interpretation is always dual. If there are many, it can show that involvement is high; but it could also reflect planning errors.

Talent

It is essential for success and a factor of competitiveness between companies. We’re talking about a limited asset that everyone pursues. You need useful information to recruit, enhance, reward, and retain it.

These ratios will help you achieve this:

Rate of rotation / retention. Evaluate and relate, in percentages, how many departures there have been and the stability of each period.
Job tenure. It is how long workers stay in the company.
Abandonments and reasons. Knowing in what quantity and why employees leave is key to prevent and avoid them. Especially when the most talented ones leave.
Hiring costs and management of personnel recruitment.

Professional development

It is the main factor that leads to professionals leaving. It is also a cohesion component with a direct influence on productivity.

So you should thoroughly analyze this parameter, preferably from these data:

Internal promotions and advancements.
Percentage of workers with a career plan.
Materialized opportunities for training and personal growth.
Preferences, positions and jobs most in demand.

Corporate image

These are the HR statistics related to reputation, authority, and brand perception. If you manage to improve them, you will have access to more and better professionals:

Quantity and quality of the resumes received.
Interviews conducted and perception of them.
Satisfaction levels at the company’s arrivals and departures.
Online reputation and brand visibility in digital channels.
Experience and sociodemographic data of applicants.
Traffic and satisfaction with the communication media used in human resources.

Advantages of big data in human resources statistics

You need to establish a digital, operative, and automated system capable of gathering, managing, and leveraging this information. You should not miss all its advantages!

Knowing in real-time how your staff is.
Identify the level of autonomy of your professionals and facilitate its increase.
Improve in quality and cost the selection of workers.
Evaluate performance and optimize it.
Recruit, develop and retain talent.
Promote a much more effective and productive personalized training.
Make better decisions, based on real facts and not on impressions or opinions.

What it means for the HR department to set statistics

Efficient action plans need to have valid, specific, operative, and measurable objectives. Therefore, you need to manage statistical data to define them accurately and appropriately.

This analytical language, typical of big data, places you in a privileged situation to propose new challenges and actions. Thus, you have quantitative references, which facilitates the definition of new objectives.

Proposing as a goal to improve employee motivation or reduce talent leakage is good. However, it is much more practical to propose these purposes:

Improve by one and a half points the grade obtained in the annual employee satisfaction survey.
Reduce the loss of talented employees by 10%.

Setting and using labor statistics is, in short, much more effective, motivating, and measurable. The conclusion is clear: these analyses are fundamental for today’s companies.

That’s why there is a high demand for specialists in this field. You can be one of them. Contact us and find out on our website about our HR software. Can you imagine yourself working in the field of human resources statistics in a few years?

Customer-oriented, both internally and externally, specializing in the definition and implementation of HR policies, as well as talent management, recruitment, and retention. Strong leadership, communication, negotiation, organization, and team coordination skills. Over 12 years of experience in Human Resources.

Do you want to rate our article?

Average rating:

5 stars (1 votes)

★★★★★

iriserrador

HR Content Specialist

What statistics should the HR department take into account in a company