Day 1- Tuesday 17 March 2015: Preparing for our Macro Challenge Talent Track: HR-Metrics Reporting & Technology. Presented by Lyle Cooper, Senior Manager, KPMG #astdza2015

1. 1
HR Metrics and Technology
HR METRICSTechnology
Technology must enable HR Metrics, not define them.

2. 2
HR Metrics and Technology
4 R’s
The four characteristics of a good metric
The
Relevance Reliable Reusable Results

3. 3
HR Metrics and Technology
Relevance
Any measure must have
relevance to the organisation
The measure must be
strategically aligned.
It must be useful
to the role.
It should be Actionable
Be specif ic
Data
Information
Knowledge
Wisdom
Vision
Decisions Actions
Outcomes
!

4. 4
HR Metrics and Technology
Reliability
Metrics must be dependable, in an
uncertain world consistency is vital
The definition of the
metric must be universal
The data must be
accurate
The metrics
must be stable

5. 5
HR Metrics and Technology
Reusable
The use of metrics must represent
a time saver, not a time sink
Metrics must be transportable
They must be technologically
enabled

6. 6
HR Metrics and Technology
ResultsThe metrics must be able to tie HR
actions to the fundamentals of business
HR measures must
be relevant
Be able to identify impact on bottom line
Provide other functions
with appropriate tools

7. 7
HR Metrics and Technology
To build
good
metrics you
should
consider
Strategy
People
Process
Capability

8. 8
HR Metrics and Technology
StrategyUnderstand the strategy
HR strategy must be linked to org strategy
Metrics must have clear link to HR strat
Process
Vs.
Impact
{do we benchmark?}
-(IF ‘yes’ THEN: &Self or &Peers)
= ?
?
Decide on a
metrics approach
Top Down
Bottom Up

9. 9
HR Metrics and Technology
People
Who are the
consumers of the
metrics?
What are their
information needs?
How must it be
presented?
Who is accountable
for HR data?
Who captures the
data?
Who maintains the
Data?
Where is the
development
capability?
StewardshipOwnershipAudience

10. 10
HR Metrics and Technology
Process
Begin
Processes define
transactions
Include metrics
Metrics for
everyone
End
Transactions create data, data is
the feedstock the
knowledge chain
Built into processes
Be use centric
Not only user centric

11. 11
HR Metrics and Technology
Capability
Organisation Maturity
XCross functional metrics
are a force multiplier
%
HR Data makes up a
significant
of the corporate
DataVerse
Match the measures to the
maturity

12. 12
HR Metrics and Technology
Fit for
purpose
?
Aligned
to IT
strategy?
Cost
Effective
?

13. 13
HR Metrics and Technology
Strategy
People
Process
Capability
Critical
Workforce
Segmentation
HR Strategy
Cross
Functional Use Centric
HR
Metrics

14. 14
HR Metrics and Technology
?