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Strategic HR Metrics - Coggle Diagram
Strategic HR Metrics
HR Metrics to Consider
Manager satisfaction
Compensation and benefits
Retention
Employee relations
Recruiting
Training and development
Overall workforce productivity
HR goals met
How to Select the Right Metrics?
1. Identify each of the major HR goals
2. Develop two HR metrics for each
3. Arrange a meeting with the CFO
4. Prepare an index card for each proposed measure
5. Present the index cards and ask the CFO to select the metrics
6. Repeat the process with the CEO
7. Use their feedback to narrow down your list
Introduction
Title
Strategic HR Metrics
Author
Not presented
Sphere
Business, HR
Source
Our book
Key issues
Strategic HR Metrics for a Global Organization
How to Select the Right Metrics
HR Metrics to Consider
Strategic HR Metrics for a Global Organization
64% of HR practitioners thought their practices were actively contributing to the organization, yet only 23% of line managers agreed
Measures of work activity are not the same as measures of outcome or performance
To be successful, HR leaders need to understand their business colleagues, design consistent processes, and measure more than work and cost
Global firms had overcome many of the regional objections to metrics and offered up the following selling points:
Utilizing metrics gives you more credibility with senior executives
Metrics tell you where to allocate your resources in order to have the most impact
Continuous improvement requires metrics
Business impact and effectiveness metrics help you get more budget in HR
Analysis
Advantages
Volume
Terminology
Actuality
Structure
Disadvantages
Theory > practice
No visual information
Recommendations
HR specialists
HRM students