H.R. Dashboard/ Balanced Scorecard Reporting

Keeping Track and Why it Matters

Nice Dashboard!!!

Dashboards Galore!!!

Excel Dashboard example

Creative Dashboard

Simple Dashboard metrics

Dashboards are typically used for…

Displaying metrics defined by the organization

LIKE…

Time to FillTurnover (good & bad)

# of employees

approaching

retirement

Diversity of Management

Dashboards are typically used for…

The identified metrics are typically expressed as key

performance indicators (KPIs), and a typical dashboard brings several

KPIs together

KPI’s are important to strategy success

Linking organizational strategy to Executive, Managerial & Individual Goals

Organizational ObjectiveTIER ONE STATUS

Executive Board, President, Provost, VPs,

Deans

AVPs, Chairs & Executive Directors

Managers & Supervisors

Line Staff & Students

Aligning Workforce Performance to Organizational Objectives

• Performance Management

• HR Process Consolidation

• HR Management Tools

Workforce Performance

Lifecycle

Strategy

Execution

Culture

Structure

Align All HR Strategies to

Organizational Needs

• Integrating knowledge to HR Mgmt.

• Staff Retention• HR perceived value

HR Development• Onboard & Orientation• Training• Mentoring

KPI’s are usually drawn from four perspectives

KPIs

Internal Process

Customers

Financial

Innovation &

Learning

HR EVA (Economic Value Added)

Three Principles:

1. Narrow down what’s measured

2. Develop an economic model for metrics (e.g. replacement cost for high potential employees is 6x’s compensation.)

3. Relate metrics to Executive Level’s desired data (use historical comparisons from materials you have already.)

So how does a scorecard fit in?

“A scorecard for HR provides management a set of metrics with

which to benchmark performance of an HR department and to show its value as a whole. The scorecard helps to present the HR department as a

strategic asset and establish it as a partner in the organization.”

–HR.Toolbox.com

Scorecard continued…

“It also provides a basis for defining what functions the HR

department does and does not do, as well as provide cost savings by

optimizing solutions and balancing duties within the department. Having a measurement system in place helps

an organization to define HR strategically and organizationally.”

–HR.Toolbox.com

“One of the biggest competencies missing from HR is storytelling. If the data you present to line executives isn’t

immediately seen as actionable, meaning people don’t know what the story means and what to do with it, dashboards become viewed as a throwaway process and technology pretty quickly.” - Jason Averbrook, CEO of Knowledge Fusion

“The reality is that quantifying HR is like quantifying love:

It’s best to set your own standards rather than rely on the definitions of others.”

– Thomas Casey, Workforce Magazine

Humbly Brought to you By Megan (with a little deco help

from Aria!)