HR Reporting - How to measure and report on your HR Performance. A manual for HR and non-HR...

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HR REPORTING HOW-TO-GUIDE <How to measure and report on your HR Performance> How-to-Guide HR Reporting Image Copyright Andrii Muzyka, 2013 Used under license from Shutterstock.com ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com

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This Manual describes step by step how to select different types of KPIs, how to organize your reporting process and create your reporting templates. For each step in the Manual, you will be introduced to the relevant tools and templates to complete them: lists of KPIs to choose from, workshop templates for agreeing on the most relevant HR measures and so much more. You will get a better understanding of KPIs through some relevant definitions and theory, but you will also receive some lessons learned around implementing a reporting process.

Transcript of HR Reporting - How to measure and report on your HR Performance. A manual for HR and non-HR...

  • HR REPORTING HOW-TO-GUIDE How-to-Guide HR Reporting Image Copyright Andrii Muzyka, 2013 Used under license from Shutterstock.com HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  • How-to-Guide HR Reporting It all started years ago, when we ourselves, as HR Professionals, came to realize the hard way, that it is highly time-consuming to find ready-to- use, straightforward HR information on the internet. The option to work with expensive consultancy firms being a budgetary challenge in the economic down-turn, we looked for other EFFICIENT ways for designing and customizing our HR instruments ourselves at a high standard. That is how our idea grew to develop pragmatic and generic how-to HR guides around HOT HR processes, such as Strategic Planning, Change Management, Performance & Talent Management! We also wanted to offer great HR tools & templates that people could download quickly and then customize to their own needs. Just like a very professional Do-It-Yourself store for all kinds of HR issues! To ensure the widely applicable usage of our products, we started connecting with senior HR think alikes across the globe, to help create and/or validate our Toolkits. As you read this, we are producing more practical tools & templates for you with this team. Dont hesitate to send us a query through our web shop if you think of something particular you cant find anywhere! Anne & Tania, Brussels, 2013 WE WELCOME YOU TO THE HRM TOOLSHOP HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Together, we combine 40 years of HR experience across industries and geographies.
  • HRM TOOLSHOP How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com This Guide is part of the HR REPORTING TOOLKIT. This toolkit helps you to measure progress on your strategic HR activities and internal HR performance. In the Category of HR STRATEGY & PLANNING, you can also find the related HR Toolkits for defining & planning your HRM Strategy: HRM Strategy Toolkit Workforce Planning Toolkit (under construction) Succession Planning Toolkit (under construction) Go to www.hrmtoolshop.com for more HR Toolkits & Guides.
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Are you struggling to define the most relevant measures that will track your HR activities? Do you want to build an HR Dashboard that impresses your Executive Management Team? Or are you just looking for a professional HR reporting template? This Guide describes step by step how to select different types of KPIs, how to organize your reporting process and create your reporting templates. For each step in the Guide, you will be introduced to the relevant tools and templates to complete them: lists of KPIs to choose from, workshop templates for agreeing on the most relevant HR measures and so much more. You will get a better understanding of KPIs through some relevant definitions and theory, but you will also receive some lessons learned around implementing a reporting process. ABOUT THIS GUIDE
  • HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Our How-to-Guides, such as the one you are currently reading, are limited in application: each customer can consult our How-to-Guides, but they cannot be shared, edited, customized, etc... in any format or context. These Guides only serve as comprehensive manuals for you in applying all the HRM Toolshop Tools & Templates, and should be used for that purpose only. Each of our How-to-Guides is therefore only offered in a non-customizable or non-editable format. On the other hand, you are allowed to use the Tools & Templates for which you bought a license, and customize these to your needs, subject to the limitations under the License. For more information: see our General Conditions on www.hrmtoolshop.com USING THIS GUIDE How-to-Guide HR Reporting
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com The Theory : Introducing the Concept & Model. What is HR Reporting? The Practice : A roadmap for creating your HR Reporting. How to develop your HR Reports? The Experience : Sharing experiences. How to be successful? INSIDE THIS GUIDE
  • WHAT IS HR REPORTING? The Theory : introducing concepts & models How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Through HR reporting, key data around HR efforts become available that could influence the business strategy and contribute to the business results. HR Reporting aims: To measure the effectiveness of HR, its impact on the business. To evaluate HR process efficiency it indicates HR improvement efforts. To guide HR decision making it helps HR to decide on those critical organization & people interventions that impact the business positively. WHAT IS HR REPORTING?
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Key Performance Indicator or KPI: A performance measure or key performance indicator (KPI) is business jargon for a type of performance measurement. KPIs are commonly used by an organization to evaluate its success or the success of a particular activity in which it is engaged. Performance Targets : For each measure or KPI, a clear target should be defined annually, based on historical data and future expectations by analyzing past performance and future challenges. Targets can be percentage, number, or score depending on the type of KPIs. SOME DEFINITIONS
  • A MODEL THAT WORKS Aligning your HR reporting efforts with the business plans How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Company Vision & Mission Business Strategy & Plans Business and Org & People Measures HR Efficiency Measures Analysis of External Envirnoment Analysis of Internal Environment HOW CAN HR DO BETTER? HOW BIG IS HRS CONTRIBUTION?
  • ...SOME PAGES ARE MISSING HERE... Go to www.hrmtoolshop.com and download the entire How-to-Guide How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved
  • HOW TO DEVELOP YOUR HR REPORTS? The Practice : A roadmap for creating your HR Reports How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com ROADMAP OVERVIEW STEPS FOR DEVELOPING YOUR HR REPORTS IV. Implement your HR Reporting Approach A. Plan and schedule all HR Reporting Meetings B. Define a feedback mechanism to translate all input from Reporting Meetings into HR improvement actions III. Design your HR Reporting Process & Tools A. Collect all Reporting Requirements for different satekeholders B. Build the most appropriate HR Reporting Process & Templates C. Design a process for collecting relevant data on target realization for each measure II. Set Targets for each identified HR KPI A. Organize a Workshop with the Management Team to define Targets for all Organization & People Measures B. Organize a Workshop with the HR Team to define Targets for all HR Performance Measures I. Identify the critical HR Measures (KPIs) B. Determine the HR Performance Measures that will monitor the efficiency of your HR service delivery and processes (= Lead Measures) A. Select a set of Organization & People Measures that will monitor the impact of the HRM Strategy on the Business Outcomes (= Lag Measures)
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Objective = To define the most important HR outcomes that enable you to measure the HR efficiencies and effectiveness as planned for. Critical HR Competencies to have: Business Understanding Conceptual Thinking Analytical Thinking STEP I IDENTIFYING CRITICAL HR MEASURES (KPIS) I. Identify the critical HR Measures (KPIs) B. Determine the HR Performance Measures that will monitor the efficiency of your HR service delivery and processes (= Lead Measures) A. Select a set of Organization & People Measures that will monitor the impact of the HRM Strategy on the Business Outcomes (= Lag Measures)
  • Start with reviewing the approved overall business plans and potentially discuss these plans with the Heads of Business to understand which elements are related to your HR strategic plans: what are priorities for the coming year where do they believe that the impact of HR will be crucial? Continue with reviewing your HRM strategic plan and objectives : how do they link with the overall business plans (see tools from our HRM STRATEGY TOOLKIT). Conclude with making a list of the top 5 critical HRM projects or activities that will, potentially, bring a major contribution to the business strategy. How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com A. SELECT A SET OF ORGANIZATION & PEOPLE MEASURES
  • ...SOME PAGES ARE MISSING HERE... Go to www.hrmtoolshop.com and download the entire How-to-Guide How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com HR REPORTING TOOLS OVERVIEW AVAILABLE TOOLS PER STEP IN THE PROCESS IV. Implementing your HR Reporting Approach III. Designing your HR Reporting Process & Tools II. Setting Targets for each defined HR KPI I. Identifying critical HR Measures (KPIs) HR KPIs - List HR KPI Progress & Issue Log Template See also HRM Strategy Tools Workshop Setting Targets for Org & People Measures - Template Workshop Setting Targets for HR Performance Measures - Template HR Reporting Stakeholder Analysis - Worksheet HR Dashboard Reporting Template HR KPI Progress & Issue Log - Template
  • CRITICAL SUCCESS FACTORS & POTENTIAL PITFALLS The Experience : Sharing Lessons Learned How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  • How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Identify a clear, consistent, and compelling connection between the companys strategy and the work of each employee. Zero in on the critical few measures that have the greatest impact on the companys bottom line. Document the effects of HR on company performance in credible ways that employees, line supervisors, and managers can understand. Less is more!!! CRITICAL SUCCESS FACTORS
  • ...SOME PAGES ARE MISSING HERE... Go to www.hrmtoolshop.com and download the entire How-to-Guide How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved
  • HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com You liked this template and you want to share HRM Toolshops Products with other HR Professionals or Business Professionals with HR Responsibilities? Thank you for respecting our Intellectual Property Rights and referring other interested professionals to www.hrmtoolshop.com! Reproduction, adaptation or translation without permission is prohibited. All HRM Toolshop products are protected by copyright laws and you do not have the right to sell, re- license, sublicense, distribute or assign any of these Products. For more information: see our General Conditions on www.hrmtoolshop.com. The HRM Toolshop products are HR Tools & Templates provided on an as is basis with no warranties or guarantees, including all express, statutory and implied warranties of merchantability, fitness for a particular purpose, title and non-infringement. HRM Toolshop does not warrant that its Products are accurate, reliable, correct, or applicable to your situation or jurisdiction. USER TERMS How-to-Guide HR Reporting
  • DID YOU LIKE THIS PRODUCT? Explore hundreds of best practice HR documents & tools on www.hrmtoolshop.com How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  • WHO WE ARE How-to-Guide HR Reporting HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com My fascination for Talent Management grew as I moved up the hierarchic ladder: as an eager young search professional in the Retail Sector I came to realize the importance of efficient hiring & onboarding processes and skills. As I moved on in various leadership roles, one of them in the Federal Government, I often was challenged with matching people their competencies in critical roles effectively. Over these years, I gained a lot of experience in Talent Development and Competency Management. At that time, Compliance became an important concern in many organizations, and I decided to obtain a Masters Degree in Labor Law. Once graduated, I started applying these new HR Legal competencies in my assignments as HR Consultant, mainly in the Energy sector, where I mainly focused on HR Transformations and HR Policy design work. To really specialize in the HR Legal side of business, for projects around restructuring, employee relations, wellbeing, etc. ..., I joined a well-known international legal firm as a senior legal consultant for a couple of years. Today I am fully dedicated in managing my own HR consultancy firm, offering specialized services in Talent Management besides running the HRM Toolshop. I started my career in the Oil & Gas Industry within the Learning & Development area, and then moved into a senior HR consultancy role at a BIG 5 Consultancy Firm where I became trained in Organization Design, Change Management and HR Transformation through theory and practice. Interesting times, lots of international traveling, but I felt that I needed to get exposed to the down-to- earth, operational side of HR! I took up several international HR Director roles in Europe and the Middle East, in various industries: working within different cultures, and how to apply HR practices across locations became my key lessons learnt those years. Summarizing all the things I saw and experienced during my career up until now would be as follows: Running a Successful Business is Being very Smart about how you manage your People and Starts with Genuine Respect. Any successful HR action will derive from this principle. Tania acquired 20 years of experience through managing international HR Legal Projects and Talent & Development Programs across industries. Anne gained 20 years of experience in guiding businesses through change, leadership development and strategic HR planning programs internationally.