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1 HR Metrics and Technology HR METRICS Technology Technology must enable HR Metrics, not define them.
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HR Metrics and Technology
HR METRICS Technology
Technology must enable HR Metrics, not define them.
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HR Metrics and Technology
4 R’s The four characteristics of a good metric
The
Relevance Reliable Reusable Results
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HR Metrics and Technology
Relevance Any measure must have relevance to the organisation
The measure must be strategically aligned.
It must be useful to the role.
It should be Actionable Be specif ic
Dat
a
Info
rmat
ion
Kno
wle
dge
Wis
dom
Visi
on
Decisions Actions
Ou
tco
me
s
!
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HR Metrics and Technology
Reliability Metrics must be dependable, in an uncertain world consistency is vital
The definition of the metric must be universal
The data must be accurate
The metrics must be stable
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HR Metrics and Technology
Reusable The use of metrics must represent a time saver, not a time sink
Metrics must be transportable
They must be technologically enabled
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HR Metrics and Technology
Results The metrics must be able to tie HR actions to the fundamentals of business
HR measures must be relevant
Be able to identify impact on bottom line Provide other functions
with appropriate tools
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HR Metrics and Technology
To build good
metrics you should
consider
Strategy
People
Process
Capability
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HR Metrics and Technology
Strategy Understand the strategy HR strategy must be linked to org strategy Metrics must have clear link to HR strat
Process
Vs. Impact
{do we benchmark?} -(IF ‘yes’ THEN: &Self or &Peers)
= ? ? Decide on a metrics approach
Top Down
Bottom Up
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HR Metrics and Technology
People
Who are the consumers of the
metrics?
What are their information needs?
How must it be presented?
Who is accountable
for HR data?
Who captures the data?
Who maintains the Data?
Where is the development capability?
Stewardship Ownership Audience
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HR Metrics and Technology
Process Begin Processes define
transactions
Include metrics
Metrics for everyone
End
Transactions create data, data is the feedstock the knowledge chain
Built into processes
Be use centric Not only user centric
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HR Metrics and Technology
Capability Organisation Maturity
X Cross functional metrics are a force multiplier %
HR Data makes up a significant
of the corporate DataVerse
Match the measures to the maturity
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HR Metrics and Technology
Fit for purpose
?
Aligned to IT
strategy?
Cost Effective
?
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HR Metrics and Technology
Strategy
People
Process
Capability
Critical Workforce
Segmentation HR Strategy
Cross Functional Use Centric
HR Metrics
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HR Metrics and Technology
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