HR Metrics

HR Metrics




There is a growing importance of HR measurement that can be attributed to the following trends: a. need to cut costs, b. increased financial accountability and c. the emerging role of HR as a provider of strategic business intelligence.

During the last decade, HR Technology spend is highest on HR metrics and analytics applications and products. HR metrics are imperative for refining people management practices. They are especially critical during organizational change initiatives. Many HR executives lack the ability to effectively use HR metrics for supporting business objectives.

Whether driven by data, fiction, or experience, all narratives share a set of critical elements. These provide an insight when taken together. We have helped organizations with critical elements of the data-driven story by facilitating:

  • Establish a common perspective to enable different audiences to come to the same conclusions
  • Highlight the value of the analysis by setting realistic expectations, based on rational assumptions
  • Illustrate the logical steps of the analysis to ensure buy-in to the argument
  • Focus on the central argument that holds the audience’s attention; do not include additional “nice to know” information
  • Explicitly draw conclusions to ensure that all audience members understand the main points
  • Conclude with the next steps to increase the likelihood that follow-up action will occur

Tactics to enable effective utilization of HR metrics to include a. Ensuring that employees understand how to use HR data to aid decisions, b. Providing tools to enable independent data analysis.

A majority of executive-level managers and CEOs receive HR metrics on a regular basis. Only a few of them have inputs into the selection of those HR metrics. We have seen that the participative definition of metrics highly benefits the organization.