Beyond HR KPIs: Strategic Metrics for Organizational Development

Analytics in HR

In this environment, the main driver for developing their capabilities probably is the workforce ( Gamerschlag & Moeller, 2011 ; Gamerschlag, 2013 ). So, what’s new in the HR metrics field? Second, there is the issue of developing new metrics.

Ask Amelia: What metrics do you use to measure productivity?


What are some metrics that you use to measure productivity? The post Ask Amelia: What metrics do you use to measure productivity? If they are related to manufacturing/production even better. Productivity measures can sometimes be a bit tricky as there is no one size fits all.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Is HR evidence based? Seriously, are you kidding me?

All about Human Capital

The hype surrounding Workforce analytics, metrics and Big Data in HR has really increased over the last 12 months. Every conference, article, blog and strategic initiative is filled with buzz words around data and fact-based HR.

Data 92

Top 5 Workforce Metrics for Your Org Chart


Workforce metrics, specifically those you want to include in your organizational chart , are the same way. Different companies may need different sets of metrics depending on their particular needs, but some metrics are essential to any business’s org chart. This metric can be further investigated at the departmental or individual level to give you a more thorough understanding of where most of the company’s cash is going. Toolboxes come in all shapes and sizes.

Avoiding the 7 Big Team-Building Blunders

Effortless HR

To do this in a fair and consistent manner, you should establish data and metrics to help you make decisions more objectively, and share those metrics with the team. “The whole is greater than the sum of the parts.” Everyone’s heard that expression. And we’re all familiar with what it means: An effective team can accomplish more as a whole than its individual members can accomplish on their own. The key word here is effective.

Employee Engagement Friday Factoid #26: Eight Elements for Change Work

David Zinger

David Zinger is a global employee engagement expert who in 2013 has already done engagement work in Delhi, Mumbai, Pune, Berlin, Prague and New York. 8 is Enough for Change.

Workforce Analytics can add value in two ways (only)

All about Human Capital

I think it is fair to say that Workforce Analytics , HR metrics and Big Data in HR is firmly on the map now. It is one of the key trends in global HR right now and everybody’s taking about it. And with some good reason.

Royal Caribbean: “Great vacations begin with great employees”


In addition to boosting engagement—57 percent of metrics on the engagement survey trended up between 2011 and 2012—the company’s investment in their employees earned them a 2012 A chievers 50 Most Engaged Workplaces™ Award. “We Apply now for the 2013 50 Most Engaged Workplaces ™ Awards!


What if there was a Net Promoter Score for employee engagement?


There’s no doubt about it: large companies are wise to keep an eye on their NPS—or any other customer satisfaction metric—to make sure they’re keeping consumers happy. A company is only as good as its Net Promoter Score, or so the popular wisdom goes.

Setting Goals That Mean Something


Some metrics are easy (sales), and some are going to be a little trickier (customer satisfaction). Do some digging to make sure those metrics reflect what’s important to the business. Unless you’re in sales, goals can seem vague and unrealistic.

Three Steps to Apply Your Talents to Goal Setting


Without these metrics, your own manager won’t know if you’ve accomplished that goal, made progress or are behind. As an employee, you can have a lot of power over what your goals look like for the next year.

State of RPO

Cielo HR Leader

57% of organizations report having a “reactionary approach” to talent acquisition throughout 2013, this compared to 44% of organizations in 2012; this 13% increase over the past year indicates many companies have regressed in their approach to identifying talent.

#SEEngage #E4S: Tailoring the Engagement Survey

Strategic HCM

I mentioned in yesterday''s Engage for Success radio show that I was looking forward to today''s Employee Engagement Summit with Symposium Events.

Big Data v Big Information


Metrics Still Matter.Right? One of the things I''m afraid of is that since I''ve already apparently missed the big data train, that maybe metrics are now passé too. I hear a lot about big data. You probably do too.

Data 84

People Matter!

Future of Work

I just received a note from Sue with this incredible story about Southeastern Mills: their annual turnover is less than 4% (310 employees), they pay for all reasonable and necessary absence with attendance metrics varying between 98.5% - 99.5%, and, as long as 5+ years without a recordable incident.

Feeling good yet? / iCIMS Recruit

Strategic HCM

In these cases, best-of-breed systems will give Recruiters more specialised tools to improve their metrics versus standard features. . More and more companies are turning to systems like these to drive down those key business metrics, like cost-per-hire and time-to-fill. . .

iCIMS 79

HR's Role in Closing the "Capability Gap"

Cielo HR Leader

Several surveys have reported that improving talent acquisition and management is on the Board and CEO radar for 2013.

Aligning Talent Strategies with Healthcare Quality

Cielo HR Leader

Leaders need to align talent acquisition strategies with quality reporting metrics. Tracking and reporting the right metrics provides better visibility, transparency and insight, while enabling fact-based evaluations of current processes.

Ask Achievers: How can we give effective constructive criticism?


Set team goals, work process standards, metrics, etc. Set specifics for the action plan e.g., timeline, metrics, goals, description of what success looks like, etc. In this week’s Ask A chievers, Jewel Celestine shares best practices for giving constructive criticism.

[Webinar] Leverage high performing leaders to drive your employees’ success


Did you know that 19 million Americans plan to leave their jobs in 2013 ? Managers crave analytics which identify key metrics that help them understand activity within their own teams; ultimately helping them lead better and make insightful decisions faster.

The Truth About Talent

Working Girl

It''s chock full of metrics, best practices and practical tips on how to connect the dots between people practices and market performance. I just finished reviewing a new i4cp research report The People-Profit Chain: A Model for Increasing Market Performance by up to 3x.

Preparing for workforce growth in 2014

Strategic HCM

You’ll see this shift in the metrics we use as well. It’s that time of the year again! Christmas advertisements and decorations are out and I’ve already seen a few other posts starting to give advice for 2014.

iCIMS 73

Pre-Employment Testing: What to Expect

Criteria Corp

By using professionally developed, validated testing instruments you are adding objective, data-driven metrics to your hiring process. When first speaking with customers, we try to establish realistic goals and expectations for a pre-employment testing program. So what kind of results should you expect from using pre-employment tests? Using tests should drive incremental improvements in your hiring results, and minimize the risk of bad hires.

9 Out of 10 Dentists Agree – Choose RPO

Cielo HR Leader

Are quantitative and qualitative metrics minimal? It’s been more than two years since you’ve visited the local dentistry.

CIPD - Valuing Your Talent

Strategic HCM

It’s the same because it’s trying to do the same two things: Firstly, it’s attempting to define externally reportable metrics for things which are standard across all businesses. It’s no longer just that metrics are difficult at this point, it’s that they’re completely impossible.

The CIPD is leading - but in the wrong direction?

Strategic HCM

Only one person in here mentioned science and one other metrics. As I noted in my previous post, it’s great to see the CIPD starting to lead the HR profession in the UK, and to some extend beyond.

Modern HR, Kuala Lumpur, Malaysia ~ HR to HR 2.0 and Human.

Strategic HCM

Friday, 10 May 2013. This course strives to address critical metrics to measure human capital in organisations, focusing on talent delivery and return on investment. ▼ 2013. (44). skip to main | skip to sidebar. Bio-Contact. Consulting. Speaking. Writing. About-HCM.

iCIMS 70

RPO and Contingent Staffing: What’s the Difference?

Cielo HR Leader

Although handling these functions in a timely fashion is imperative, unlike staffing agencies, qualitative metrics like the previously mentioned quality of hire and hiring manager and candidate satisfaction are also a prominent focus.

Solutions to your top 5 Employee Success challenges


Additionally, if you use an online recognition program, it’s easy to pull metrics any time you want.

#LT13UK: Learning in the UK - and my own support

Strategic HCM

I''ve previously posted on my first couple of sessions at Learning Technologies this year but never got as far as the afternoon sessions.

CIPD - Talent analytics and big data

Strategic HCM

An excessive focus on metrics and analytics definitely does provide the potential of compromising our effectiveness. In my last post I argued that the CIPD has got things wrong in arguing for the focus on analytics in their new framework.

Workforce Analytics can add value in two ways (only)

All about Human Capital

I think it is fair to say that Workforce Analytics , HR metrics and Big Data in HR is firmly on the map now. It is one of the key trends in global HR right now and everybody’s taking about it. And with some good reason.

Ask Achievers: How do I get started with employee referrals?


It seems intuitively like a good idea, but I need metrics to convince my boss. For a more detailed description, metrics to show your boss, or case studies to read for inspiration, I recommend checking out our new e-book, The ultimate guide to employee referrals. This week’s reader question goes to Kate Pope, our Manager of Talent Acquisition. As our resident expert on all things recruitment, she shares her advice for getting the most out of employee referrals.

Ask Achievers: What types of recognition work well for a global organization?


Making company values or specific team metrics the criteria for which someone can be recognized will ensure that the program has a direct impact on the strategic objectives of the organization, and is a great way to align employees to the behaviors that are expected of them day in and day out. In this week’s Ask A chievers, Kristen Brancaccio provides helpful tips to create a global culture of recognition.

How to Pinpoint Your Company’s Key Players


You need pertinent workforce metrics and lots of them. Key workforce metrics include those dealing with: Performance – Employees with higher ratings tend to be more committed to the success of the company and more aligned with its overall goals. Building a staff of well-recruited, well-trained employees is only the beginning of your company’s journey. Things change – constantly. And being able to deal with that change and emerge a better organization is the goal of any business.

Ask Amelia: How do we integrate employee recognition into our traditional culture?


There is no time like the present to incorporate online thank yous into a traditional metrics-based culture. Hi Amelia, I work for a large investment bank. How could we integrate employee recognition into our traditional, hierarchy-based culture? As an example, some of the most critical—and thankless—roles are in the backend office of the investment institution.

The Secret to Being a Better Boss: Better Org Charts


Identifying employees who may be nearing retirement takes only a few clicks with workforce metrics like age and tenure at your disposal. Furthermore, metrics like performance rating and salary can help you identify flight risks. By using org charts that allow you to dig deeper into important workforce metrics, you’ll have a better understanding of your employees and a better idea of how to set them up for success.

Better Recruiting Metrics Lead to Better Talent Analytics


Better Recruiting Metrics Lead to Better Talent Analytics By Meghan Biro. According to Josh Bersin in Deloitte’s 2013 report, Talent Analytics: From Small Data to Big Data, 75% of HR leaders acknowledge analytics are important to the success of their organizations.

Webinar recap: 6 steps to creating a culture of engagement


The “what” needs to be actionable and pragmatic and the “why” should focus on metrics as well as great days at work. In last week’s webinar, “Creating a Culture of Employee Engagement,” we heard from Christopher Rice and Mary Ann Masarech, two authors of The Engagement Equation: Leadership Strategies for an Inspired Workforce. This Human Resources Executive webinar, sponsored by A chievers, delivered actionable advice for creating a corporate culture that enables engagement.

Don't blame the Ulrich model

Strategic HCM

Once we understand who we want to achieve through HR business partnering, it’s often a lot easier to identify the appropriate metrics to use to measure it. (I I’m looking forward to chairing Symposium Event’s Successful HR Business Partnering Summit on 5th November.