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Measuring HR’s impact in a small charity

Andrea
I work for a charity with around 70 employees, and I’m trying to figure out the best way to show the impact that HR makes. What should I be measuring? What kind of data is useful to collect? And are there any other ways to demonstrate the value and impact of our HR work?
Thank you in advance!
Parents
  • It’s a great question, and often harder in charities where outcomes aren’t purely commercial. A good starting point is identifying the people‑related measures that make a real difference to your organisation: turnover, time‑to‑hire, absence trends, volunteer engagement, or even manager capability.

    Qualitative insights matter too. Like it could be through staff feedback, improved processes, and the impact of learning initiatives. I’ve seen simple quarterly snapshots work really well: “Here’s what we delivered, here’s what changed, and here’s how it helped our mission.” HR’s value often becomes clearer when we connect the dots between people practices and organisational outcomes.
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  • It’s a great question, and often harder in charities where outcomes aren’t purely commercial. A good starting point is identifying the people‑related measures that make a real difference to your organisation: turnover, time‑to‑hire, absence trends, volunteer engagement, or even manager capability.

    Qualitative insights matter too. Like it could be through staff feedback, improved processes, and the impact of learning initiatives. I’ve seen simple quarterly snapshots work really well: “Here’s what we delivered, here’s what changed, and here’s how it helped our mission.” HR’s value often becomes clearer when we connect the dots between people practices and organisational outcomes.
Children