HR Metrics & Analytics

Imagine proposing to your CEO that you could improve the speed of organizational decision-making by 45% and do it within a few months. Your CEO would undoubtedly be shocked that such a major improvement was possible in this critical business impact area, but I assure you that they would want …

Companies are as diverse as the people who run them, but all organizations benefit by taking a systematic approach to assessing employees and attracting top talent. And it’s important to maintain your talent pool at all times, regardless of economic ups and downs. Why? It always pays, quite literally, to have talented people on board.

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 …

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 …

  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 …

(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 …

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 …

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, …

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 …

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 …