You hate him, don’t you. That guy from marketing (or accounting, finance, etc.) always has to show off with his slick charts and pretty presentations. I mean, what are we going to do? We’re in HR, darn it. We can’t be that snazzy, can we?
The first time I shared some HR department metrics with our leadership team, I wasn’t sure what format they needed to be in. I pretty much dropped in the basic numbers and presented them as-is. However, I’ve since learned more about how our leadership team likes to review information, and I am working to get the data into a format that they understand and expect.
What I learned
The big key for us is fairly simple. Continue reading
I’ve been thinking more and more about HR metrics lately. Why? Because the new job requires me to actually use my brain. Well, I started looking around for some resources that would help me get up to speed, and about that same time I was contacted by someone at IQPC to see if I wanted to attend the 2011 HR Metrics Summit in Chicago. Talk about coincidence!
Click here to learn more about the event.
After checking into the event, I am really excited to be able to attend. Not only is Tim Sackett going to be presenting, but I’ll get to hear from other industry leaders about how to measure and analyze the business from an HR perspective. Some of the sessions I’m excited about: Continue reading
I’ve recently come across two great ways to make your HR metrics more powerful. It doesn’t require that you really do more of anything if you already collect and report on the numbers, so that’s what makes it so easy.
Stop collecting fuzzy stuff.
Just stop. Please. We really don’t need an exact number telling us how “happy” employees are. Stop collecting data on fuzzy stuff. Instead, consider average cost/time to hire, aggregate turnover costs, or something else that’s easy to grasp and understand its impact on the overall financial standing of the organization.
Report alongside other business data.
When it’s time to share those cold, hard facts, make sure the information is embedded in or grouped with other key financial indicators. Your numbers will instantly be more credible, and there’s a good chance they’ll be looked at (as opposed to dropping a separate “HR only” report at another time, which might signify the data isn’t important enough to be shared with other critical information).
Really simple to do. Surprisingly effective from the stories I’ve been told. What do you think?
Photo by crsan.