Monitoring of HR Indicators for Improvement of Company's Performance

The dissertation is devoted to the problem of ignoring the relationship between HR metrics and business indicators of the company. The relevance lies in the fact that most of the Russian business in the construction sector does not resort to HR analytics methods to assess risks and development potential on a regular basis, since they do not see the connection between HR indicators and business metrics. With a clear shortage of personnel in the market in recent years, workforce analytics has not yet become widespread and remains a development area only for large companies. The use of correlation and regression analysis allows us to trace the relationship of metrics and identify those HR indicators that require constant monitoring and can be used to predict the activities, including of a small company in the construction industry. Based on the results of the statistical analysis, the author has prepared recommendations for the implementation of the HR metrics monitoring system, taking into account the general and technical conditions for the implementation of the solution. The recommendations are made to help the management of the construction company develop a strategy to achieve the company's business goals.