Which of the following metrics is typically used for measuring employee performance?

The employee turnover rate is a critical metric for measuring employee performance because it directly reflects the organization's ability to retain its talent and maintain a satisfied workforce. A high turnover rate often indicates issues such as poor management, lack of employee engagement, or inadequate career development opportunities, which can ultimately affect overall productivity and morale.

Monitoring turnover allows companies to identify potential problems within their work environment or culture, enabling them to implement necessary changes. Conversely, a low turnover rate may suggest that employees are satisfied and engaged in their roles, which contributes positively to organizational performance.

While the other options may provide insight into aspects of employee performance, they do not serve as direct indicators of employee efficiency or effectiveness in the same way that turnover does. Personal beliefs are subjective and do not measure performance; the number of promotions can indicate various factors, including opportunities for advancement but not necessarily performance itself; and the number of hours worked does not equate to productivity or performance quality. Thus, the turnover rate stands out as a comprehensive measure of employee performance within the workplace context.