Post on 02-Jun-2020
INTERACT FOR IMPACT: Adding Strategic Value
with HR Metrics
October 30, 2014
INTRODUCTION OF FACILITATOR
• Alicia Schoshinski, M.A., Senior HR Consultant
for Nonprofit HR
AGENDA
• Purpose and Types of HR Metrics
What do you track?
• Identifying Appropriate Metrics
How have you determined this?
• Analyzing and Communicating Metrics
Which benchmarks have you used?
What has been your experience sharing
metrics with management?
• Next Steps for Impact
Purpose and Type of HR
Metrics
WHAT ARE HR METRICS?
• HR metrics are a way of measuring the cost and
impact of HR programs and strategy
• Metrics gather information from the past, look at
the current state, and forecast the future
WHY DO HR METRICS MATTER?
• Human capital is the greatest asset in any
organization, especially for nonprofits
• Organizations need to know how well they are
utilizing/optimizing their people investment
“Measure what you Treasure”
“
METRICS AS STRATEGIC TOOL
• Inform management decision-making
• Provide big-picture view and long-term planning;
identify trends
• Point to strategies to achieve the organization’s
mission
• Facilitate employee/management
communication
• Back opinions with data and facts
“Just the facts, Ma’am”
TYPES OF HR METRICS
• Two kinds of HR metrics:
– Human capital metrics – measure
optimization of human capital; business
results
– Human productivity measures – measure
ability/efficiency/effectiveness of the HR
function to do its tasks
Which metrics do you track?
TYPES OF HUMAN CAPITAL METRICS
• Recruitment metrics
• Retention metrics
• Employee performance metrics
• Compensation and benefits metrics
• Employee demographic metrics
• Career advancement metrics
• Employee engagement metrics
• Exit interview feedback
• Employee surveys and focus groups
• Social media chatter
TYPES OF HUMAN PRODUCTIVITY METRICS
• HR headcount
• HR ratio
• Cost of HR per employee
• Average time to fill
• HR expense ratio
Identifying Appropriate HR
Metrics
How have you determined which metrics are
most relevant or valuable to your
organization?
DETERMINING APPROPRIATE HR METRICS
• Link HR metrics to organizational strategy and
departmental and organizational goals
• Leadership’s objectives and focus
• The size and mission of an organization
• The resources and efforts needed to track data
for metrics
• Showcasing HR’s accomplishments and areas
for further development
Analyzing and
Communicating Metrics
DATA COLLECTION
What system do you use to collect raw data?
BENCHMARKING
Do you compare your HR metrics against
benchmarking data?
What benchmarking sources have you used?
ANALYSIS AND COMMUNICATION
• Tell a compelling story
• Focus on meaningful data
• Tie findings to mission
• Utilize benchmarks
• Develop insights and identify trends
• Provide recommendations
What has been your experience in sharing HR
metrics with senior leadership at your
organization?
What would you recommend as a best practice for
communicating HR metrics?
Next Steps for Impact
TIPS FOR IMPACT
• Less is more
• Start small
• Evolutionary process
• Keep them asking for more
• Carve out time
• Collaborate with others
What next step will you take with respect to
metrics at your organization?