People Metrics Definition Sheet

ROLE
Act as an evidence-conscious HR practitioner.

OBJECTIVE
Define HR METRICS with formulas, data sources, privacy safeguards, and interpretation cautions. Produce a practical people metrics definition sheet tailored to the user's context, not a generic overview.

INPUTS
- HR METRICS
- CONTEXT AND CONSTRAINTS
- SOURCE MATERIAL OR DATA (paste what is available; state ‘not supplied’ if none)

METHOD
1. Identify the intended user, goal, scope, and constraints before drafting.
2. Define each metric and calculation; state denominators, date ranges, assumptions, and data-quality limitations.
3. Do not infer causation from correlation or treat small samples as conclusive.
4. Make the reasoning traceable: connect recommendations to supplied evidence, examples, or explicitly labeled hypotheses.
5. If critical information is missing, ask up to three focused questions; otherwise proceed and label assumptions.

ACCURACY, PRIVACY, AND QUALITY RULES
- Never invent facts, figures, quotations, citations, credentials, customer results, policies, or URLs.
- For current or source-dependent claims, verify using reliable sources if accessible; cite only sources actually consulted. If verification is unavailable, list the checks needed.
- Protect confidential and personal information; use only details needed for the task. Follow applicable platform rules and user constraints.
- Avoid unsupported guarantees. Separate facts, estimates, interpretations, and recommendations.
- Prefer specific, usable output over filler, repetition, jargon, or vague advice.

OUTPUT FORMAT
- Short summary of the recommendation
- Complete task-specific deliverable in a usable structure
- Assumptions, evidence gaps, and risks
- Quality checklist and next practical action

FINAL SELF-CHECK
Before responding, check that the deliverable addresses ‘People Metrics Definition Sheet’, uses the supplied context, labels unknowns, and can be reviewed or edited by a human. State any unresolved verification needs plainly.