October 16 , 2017

HR Metrics & Analytics

A Low Turnover Rate Could Mean That You Have Ugly* Employees

Most executives assume that low employee turnover is an indication of great management. While that could be the case, there are many other reasons for low employee turnover, not all of which are good. For instance, it could indicate that talent competitors find little value in the people that comprise the organization: they simply are not desirable. Turnover Rates Are ... Read More »

How to Get Your Executives to Pay Attention to Metrics (Part 2 of 2)

Include an executive summary — if you must push out a lot of information, keep in mind that like you, busy executives don’t have the time to read an entire report, so be sure to include an executive summary highlighting the problems or opportunities that your metrics point out. Continue the story — in addition to reporting your successes through ... Read More »

How to Get Your Executives to Pay Attention to Metrics (Part 1 of 2)

  Five Differentiators of Great Metrics Initiatives Most metrics initiatives kill the design phase upon selecting a final short list of “easy-to-provide” metrics. Unfortunately this approach assures mediocre results! Delivering “easy to provide” metrics is like writing a free newspaper to be delivered via those plastic cubes alongside major streets … the vast majority distributed end up as garbage littering ... Read More »

The Cost of a Bad Hire: Butts in Chairs and How to Convince Hiring Managers to Avoid Them

(Incidentally, the same arguments can also be applied to existing weak employees in cases where layoffs or terminations are being considered.) The Top 30 Arguments against Hiring … “Butts in Chairs” a.k.a. Warm Bodies, “C” Players and Homer Simpson Business Impacts of Butts in Chairs Lost productivity — a new hire who produces in the bottom quarter of employees in ... Read More »

Measuring the Quality of Those You Didn’t Hire – Are You Missing the Best?

Selecting HR Metrics Is Unfortunately Not a Scientific Process Most organizations adopt metrics based on those covered by benchmark reports or that can be easily enabled via their technology providers, instead of determining what they need to discover or prove. As a result, many organizations are burdened with data and reports that offer little in the way of guidance helping ... Read More »

Five Ugly Numbers That You Can’t Ignore – It’s Time to Calculate Hiring Failures

It’s Time to Face the Numbers and Facts… Almost any senior executive would be alarmed upon learning that users were dissatisfied, failure rates approached 50%, and a significant percentage of your customers regretted their decisions. Obviously, if the numbers listed above came from an important profit-impact function (supply chain, finance, customer satisfaction), everyone would be screaming for a complete rethinking ... Read More »

Metrics for Assessing College-hire Effectiveness and ROI

It would be pretty hard to throw a stone in most HR organizations without hitting someone who manages an antiquated process. Despite significant changes in how people live, work, and play, many HR practices continue on as if they were operating in 1960. For years employment advertising specialists relied on channels with shrinking audiences, simply because that’s how it was ... Read More »

Talent Management Analytics

The subject of analytics is often discussed but rarely executed well, even in the most well-established talent management functions.   While most organizations collect data, manipulate it, and produce reports from it, few could honestly state they are leveraging HR data to drive business performance by making better decisions about how the organization’s largest variable expense is managed. Instead of ... Read More »

What Is Your Hiring Batting Average?

I am an unabashed follower of the HR philosophy of Jack Welch, former CEO of GE. He is a proponent of a “business-like” approach to HR that emphasizes its critical role in impacting organizational results. Welch is certainly controversial in HR circles because he advocates many things that “softies” in HR regale against, including differentiation in treatment, honest and direct ... Read More »

What Are the Best HR Metrics for a Large Organization?

These two common errors are: Developing and implementing HR metrics in a vacuum Developing more metrics than it is feasible to maintain and utilize The most common error that I find is that of HR managers trying to create and implement metrics in a vacuum. Instead, I recommend a collaborative approach, in which you take a list of strategic HR ... Read More »