Turnaround Time (TAT)
Turnaround Time (TAT) refers to the total time taken to complete a process, request, or task from start to finish. In HR, operations, customer success, payroll, and recruitment, TAT is one of the most critical performance metrics because it reflects efficiency, responsiveness, and service quality. Reducing TAT directly improves employee experience, customer satisfaction, and organizational productivity.
TL;DR
- Turnaround Time (TAT) measures how long a task takes from initiation to completion.
- A key KPI in HR, recruitment, payroll, IT support, and service operations.
- Lower TAT = higher efficiency, better experience, and faster decision-making.
- HR teams use TAT to monitor hiring speed, query resolution, onboarding, payroll, and more.
What Is Turnaround Time?
Turnaround Time (TAT) is the duration between a request being initiated and when it is fully resolved. It tracks how efficiently processes run and highlights bottlenecks that affect productivity.
TAT applies to tasks such as:
- Resolving HR tickets
- Completing payroll
- Processing reimbursements
- Hiring and onboarding
- IT helpdesk resolutions
- Employee exit processing
Organizations use TAT as a benchmark to maintain service standards and speed across teams.
Why Turnaround Time Matters for HR and Organizations
1. Improves Employee Experience
Fast response times make employees feel valued. Quick HR support, payroll fixes, and approvals reduce frustration and boost satisfaction.
2. Helps Optimize Processes & Remove Bottlenecks
TAT highlights inefficiencies. If hiring takes 45 days while the industry average is 25 days, leaders know where to focus improvements.
3. Boosts Productivity & Operational Speed
Teams that consistently manage lower TAT deliver outputs faster, enabling better business performance.
4. Enhances Decision-Making
Fast, accurate data flow enables managers to make timely decisions relating to staffing, budgets, and compliance.
5. Ensures Compliance & Reduces Risk
Delayed payroll runs, background checks, or documentation can lead to legal, compliance, or financial penalties.
Pro Tip: Establish TAT-based SLAs (Service Level Agreements) for each HR process to maintain consistency and accountability.
Types of Turnaround Time in HR and Operations
1. Recruitment TAT
Measures the time from job requisition approval to candidate joining or offer acceptance.
Key metrics:
- Time-to-hire
- Time-to-fill
- Interview-to-offer ratio
Fast TAT strengthens employer branding and reduces offer dropouts.
2. HR Helpdesk TAT
Tracks how quickly employee queries or tickets (leave, payroll, IT access, etc.) are resolved.
Lower TAT = higher employee satisfaction.
3. Payroll TAT
Covers complete payroll processing cycle data collection, validation, calculation, compliance, and release. A low payroll TAT ensures accuracy and builds employee trust.
4. Onboarding TAT
Measures the time taken from offer acceptance to fully completing the onboarding checklist.
A smooth onboarding TAT improves early engagement and productivity.
5. Exit & F&F Settlement TAT
Tracks how quickly employee offboarding and final settlements are completed.
Regulatory timelines make this especially important.
6. IT or Admin Request TAT
Includes laptop provisioning, access creation, ID card issuance, and other admin support tasks.
How to Improve Turnaround Time
1. Standardize and Document Processes (SOPs)
Clear steps reduce confusion, manual delays, and rework directly shortening TAT.
2. Use Automation & HRMS Tools
Workflow automation, tickets, dashboards, and real-time alerts reduce manual intervention and improve speed.
3. Define SLAs for Every Task
SLAs ensure accountability and set realistic expectations for employees and managers.
4. Track Data & Bottlenecks Continuously
Process analytics help identify delays whether they come from approvals, manpower, or system gaps.
5. Reduce Manual Approvals
Unnecessary approval layers can increase TAT significantly. Streamlining improves flow.
6. Train Teams on Process Efficiency
Knowledge gaps often slow teams down. Regular refresher training (especially on new systems) reduces delays.
Benefits of Tracking TAT
1. Predictable and Reliable Service Delivery
Employees and managers get clarity on when tasks will be completed.
2. Higher Transparency & Accountability
TAT-based reporting helps identify top-performing teams and improvement areas.
3. Enhanced Employee and Candidate Experience
Quick hiring, fast support, and timely payroll build a positive organizational brand.
4. Better Resource Planning
Data-driven insights help HR allocate manpower or technology where needed.
5. Continuous Improvement
Regular TAT analysis drives better processes, automation adoption, and efficiency gains.
FAQs
1. How is Turnaround Time calculated?
TAT = Time of Task Completion − Time of Task Initiation
For example, if a ticket is raised at 10 AM and resolved at 4 PM, TAT = 6 hours.
2. What is the difference between TAT and SLA?
- TAT measures actual time taken.
- SLA defines the expected time limit.
You compare TAT vs SLA to measure performance.
3. What is a good TAT for HR tickets?
Depends on complexity, but:
- Simple queries: 24 hours
- Payroll issues: 48 hours
- IT access: Same day or next day
4. Why is TAT important in recruitment?
Slow hiring results in talent loss, increased workload on teams, and higher recruitment costs.
5. Can technology reduce TAT?
Yes. Automation, AI screening, self-service portals, and digital workflows drastically reduce turnaround time across departments.
6. Is TAT the same as cycle time?
Not exactly.
- Cycle Time is the time taken for one unit of work.
- TAT includes total wait time + processing time.
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