UAE HR Metrics and KPIs Guide: Key Performance Indicators 2025

Objective measurement replaces intuition with data. Track progress monitors improvement over time. Identify issues early spots problems before they escalate. Justify investments shows HR ROI. Strategic alignment links HR to business goals. Benchmarking compares performance to others.

Relevance asks does it matter to business. Actionable asks can we influence it. Measurable asks can we calculate it accurately. Timely asks can we get data when needed. Understandable asks will stakeholders understand.

Total headcount is count of all employees for basic workforce size. FTE or Full-Time Equivalent is total hours divided by standard hours for true workforce capacity. Headcount growth is current minus previous divided by previous times 100 for growth tracking. Contractor ratio is contractors divided by total workforce for workforce mix.

Emiratisation rate is UAE Nationals divided by Total times 100 for compliance. Gender ratio of Male to Female tracks diversity. Average age is sum of ages divided by headcount for workforce profile. Nationality mix by nationality divided by total tracks diversity.

Time to fill measures days from requisition opened to offer accepted with target less than 45 days. Time to hire measures days from application to offer accepted with target less than 30 days. Cost per hire is total recruitment costs divided by hires to track trend. Offer acceptance rate is offers accepted divided by offers made times 100 with target over 85%.

Quality of hire is average performance rating after 1 year with target of 3.5 or higher out of 5. New hire turnover is leavers under 1 year divided by hires times 100 with target under 20%. Hiring manager satisfaction from survey targets 4 out of 5. Candidate satisfaction from survey targets 4 out of 5.

Track hires, conversion rate, cost per hire, and quality rating by source including job boards, LinkedIn, referrals, agencies, and direct or career page applications. Identify most effective and most cost-effective sources.

Overall turnover rate is leavers divided by average headcount times 100 with target under 15%. Voluntary turnover is voluntary leavers divided by average headcount times 100 with target under 10%. Involuntary turnover is involuntary leavers divided by average headcount times 100 with target under 5%. Regrettable turnover is high performers leaving divided by high performers with target under 5%. Retention rate is end count minus new hires divided by start count times 100 with target over 85%.

First-year turnover is leavers under 1 year divided by hires measuring onboarding effectiveness. Tenure band turnover is leavers by tenure divided by employees by tenure for pattern identification. Manager turnover is manager leavers divided by total managers for leadership retention. Critical role turnover is critical role leavers divided by critical roles for business risk.

Track voluntary exit reasons including better opportunity, compensation, career growth, management issues, work-life balance, relocation, and other factors as percentage of total departures.

Track percentage at each rating level from Exceptional through Exceeds, Meets, Developing, to Below expectations. Monitor for normal distribution versus skewed high or skewed low.

Goal completion rate targets 100% for process compliance. Review completion rate targets 100% for process compliance. On-time completion targets over 95% for process efficiency. Employee satisfaction with process targets over 4 out of 5 for process quality.

High performer percentage tracks against target. At risk of leaving identifies flight risk count. Succession coverage measures percentage of critical roles with ready successors.

Track current rate against required rate showing gap and status as compliant, at risk, or non-compliant. Monitor UAE national count, target hires for year, and hires year-to-date.

Track last month compliance percentage, employees paid via WPS against total, late payments count, and status as compliant or non-compliant.

Monitor valid visas, visas expiring in 30 days, visas expiring in 60 days, expired visas, and visas under process.

Track employees covered against total showing coverage percentage and compliance status.