Enter Workforce Data
Use the fields below to calculate retention, turnover, absenteeism, hiring efficiency, training coverage, and offer conversion in one place.
Example Data Table
| Input | Example Value | Why It Matters |
|---|---|---|
| Starting headcount | 120 | Sets the base for retention and growth analysis. |
| Ending headcount | 128 | Shows workforce movement over the reporting period. |
| Total hires | 18 | Used for cost per hire and staffing expansion. |
| Total separations | 10 | Feeds turnover and retention calculations. |
| Total absent days | 96 | Supports absence rate measurement. |
| Total days open | 420 | Measures recruiting speed across filled roles. |
| Total hiring cost | 25,700 | Combines recruiting and onboarding spending. |
| Revenue | 850,000 | Helps connect workforce size to business output. |
Formula Used
Average Headcount
(Starting Headcount + Ending Headcount) ÷ 2
Turnover Rate
Total Separations ÷ Average Headcount × 100
Voluntary Turnover Rate
Voluntary Separations ÷ Average Headcount × 100
Retention Rate
(Starting Headcount − Separations) ÷ Starting Headcount × 100
Net Growth Rate
(Ending Headcount − Starting Headcount) ÷ Starting Headcount × 100
Absenteeism Rate
Absent Days ÷ (Average Headcount × Workdays per Employee) × 100
Average Time to Fill
Total Days Open ÷ Positions Filled
Cost per Hire
(Recruiting Cost + Onboarding Cost) ÷ Total Hires
Revenue per Employee
Revenue ÷ Average Headcount
Training Participation Rate
Employees Trained ÷ Average Headcount × 100
Offer Acceptance Rate
Offers Accepted ÷ Offers Made × 100
How to Use This Calculator
- Enter the team name, reporting period, and preferred currency.
- Provide starting and ending headcount values for the same period.
- Add hires, separations, voluntary exits, promotions, and absence days.
- Enter recruiting, onboarding, training, offer, and revenue figures.
- Press Calculate Metrics to show results above the form.
- Review the cards, insights, and Plotly graph.
- Use the CSV or PDF buttons to download the calculated summary.
FAQs
1. What does this HR metrics calculator measure?
It measures workforce health using turnover, retention, absenteeism, hiring speed, hiring cost, revenue per employee, training coverage, offer acceptance, and promotion rate.
2. Why is average headcount used?
Average headcount smooths opening and closing employee counts. That makes rate-based metrics more stable when staffing changes during the reporting period.
3. What is a good turnover rate?
It depends on industry, role type, labor market conditions, and seasonality. Lower is usually better, but extremely low turnover can also signal low mobility.
4. How is retention different from turnover?
Turnover focuses on exits during the period. Retention focuses on how much of the starting workforce remained employed over that same period.
5. Why track offer acceptance rate?
Offer acceptance rate helps identify compensation gaps, weak candidate experience, slow approvals, or poor job fit before vacancies stay open too long.
6. Can this calculator support career planning teams?
Yes. Career planning teams can use promotion, training, and retention signals to understand internal mobility strength and development readiness.
7. How should absenteeism be interpreted?
Look for patterns by month, manager, and department. A rising absence rate can signal scheduling problems, burnout, health issues, or engagement decline.
8. When should I export results to CSV or PDF?
Export results when you need to share the summary with managers, keep period snapshots, compare departments, or attach a clean report to presentations.