Human capital (HR)
Helvetia Métal SA · 2026-Q3 · indicators calculated from the source data
- Turnover rate
- 4.2 %
- Share of regretted departures
- 50 %
- Absenteeism rate
- 2.2 %
- Average employment level
- 93.8 %
- Vacancy rate
- 4 %
- Net change in headcount
- +1 people
Catalogue of indicators
You enter the source data (headcount, movements, absences) — the rates are calculated, reproducible and defensible before the board, like the SUVA rates in the safety module.
Turnover rate
departures ÷ average headcount × 100
4.2 %
Share of the workforce that left the company over the period (average headcount = (start + end) ÷ 2).
Reading: A quarterly rate lastingly above 4–5 % (≈ 15–20 % annualised) warrants an analysis of the reasons for leaving.
Share of regretted departures
regretted departures ÷ departures × 100
50 %
Share of the departures the company would have wanted to retain — separates unwanted turnover from turnover the company chose.
Reading: This is the indispensable complement to turnover: 10 % of chosen turnover does not mean the same thing as 10 % of regretted departures.
Absenteeism rate
days of absence ÷ theoretical working days × 100
2.2 %
Days of absence (illness, non-occupational accident) as a share of the theoretical working days of the period. Occupational accidents belong to the OHS module.
Reading: Indicative benchmark for a Swiss SME: 3–4 %. A rapid rise is often the first signal of a problem of organisation or of working climate.
Average employment level
FTE ÷ headcount (end of period) × 100
93.8 %
Average employment level of staff (100 % = everyone full-time) — measures the share of part-time work.
Reading: Useful for interpreting the other indicators: the same headcount at a 70 % employment level does not carry the same workload as at 95 %.
Vacancy rate
open positions ÷ (headcount at end + open positions) × 100
4 %
Share of unfilled positions in the target organisation at the end of the period.
Reading: Cross-referenced with the shortage of skilled labour (horizon scanning), it puts a figure on the risk of under-capacity.
Net change in headcount
hires − departures
+1 people
Balance of staff movements over the period.
Reading: To be read alongside the order book: a decline that was not chosen is a strategic signal.
Indicative benchmarks, to be calibrated for your industry. Accident indicators (frequency / severity rates) belong to the Safety (OHS) module and complement this human capital table.
Human capital, finally visible in the same dashboard as your risks. Create your workspace to track your own indicators.
Create my workspace →