Lyle Cooper- HR-Metrics Reporting & Technology

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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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