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HR Performance Management - How to measure and report on your hr performance - A manual for HR and non-HR Professionals.

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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?

Inside this Guide:
1. The Theory : Introducing the Concept & Model. What is HR Reporting?

2. The Practice : A roadmap for creating your HR Reporting. How to develop your HR Reports?

3. The Experience : Sharing experiences. How to be successful?


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.

Published in: Business, Technology

HR Performance Management - How to measure and report on your hr performance - A manual for HR and non-HR Professionals.

  1. 1. HR REPORTING HOW-TO-GUIDE How-to-Guide HR Reporting <How to measure and report on your HR Performance> ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com Image Copyright Andrii Muzyka, 2013 Used under license from Shutterstock.com
  2. 2. WE WELCOME YOU TO THE HRM TOOLSHOP Together, we combine 40 years of HR experience across industries and geographies. 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-touse, 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. Don’t hesitate to send us a query through our web shop if you think of something particular you can’t find anywhere! Anne & Tania, Brussels, 2013 ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  3. 3. How-to-Guide HR Reporting HRM TOOLSHOP • 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. ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  4. 4. How-to-Guide HR Reporting ABOUT THIS GUIDE • 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. ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  5. 5. How-to-Guide HR Reporting USING THIS GUIDE • 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 ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  6. 6. How-to-Guide HR Reporting INSIDE THIS GUIDE • 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? ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  7. 7. How-to-Guide HR Reporting WHAT IS HR REPORTING? The Theory : introducing concepts & models ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  8. 8. How-to-Guide HR Reporting WHAT IS HR REPORTING? • 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. ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  9. 9. How-to-Guide HR Reporting SOME DEFINITIONS • 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. ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  10. 10. How-to-Guide HR Reporting A MODEL THAT WORKS Aligning your HR reporting efforts with the business plans Company Vision & Mission Analysis of External Envirnoment Business Strategy & Plans HOW BIG IS HR’S CONTRIBUTION? Business and Org & People Measures HOW CAN HR DO BETTER? Analysis of Internal Environment HR Efficiency Measures ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  11. 11. How-to-Guide HR Reporting ...SOME PAGES ARE MISSING HERE...  Go to www.hrmtoolshop.com and download the entire How-to-Guide ©HRM Toolshop, 2013, all rights reserved
  12. 12. How-to-Guide HR Reporting HOW TO DEVELOP YOUR HR REPORTS? The Practice : A roadmap for creating your HR Reports ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  13. 13. How-to-Guide HR Reporting ROADMAP OVERVIEW STEPS FOR DEVELOPING YOUR HR REPORTS A. Select a set of Organization & People Measures that will monitor the impact of the HRM Strategy on the Business Outcomes (= Lag Measures) B. Determine the HR Performance Measures that will monitor the efficiency of your HR service delivery and processes (= Lead Measures) I. Identify the critical HR Measures (KPIs) 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 II. Set Targets for each identified HR KPI ©HRM Toolshop, 2013, all rights reserved A. Collect all Reporting Requirements for different satekeholders B. Build the most appropriate HR Reporting Process & Templates A. Plan and schedule all HR Reporting Meetings C. Design a process for collecting relevant data on target realization for each measure III. Design your HR Reporting Process & Tools www.hrmtoolshop.com B. Define a feedback mechanism to translate all input from Reporting Meetings into HR improvement actions IV. Implement your HR Reporting Approach
  14. 14. STEP I – IDENTIFYING CRITICAL HR MEASURES (KPIS) A. Select a set of Organization & People Measures that will monitor the impact of the HRM Strategy on the Business Outcomes (= Lag Measures) B. Determine the HR Performance Measures that will monitor the efficiency of your HR service delivery and processes (= Lead Measures) • 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 I. Identify the critical HR Measures (KPIs) ©HRM Toolshop, 2013, all rights reserved How-to-Guide HR Reporting www.hrmtoolshop.com
  15. 15. How-to-Guide HR Reporting A. SELECT A SET OF ORGANIZATION & PEOPLE 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. ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  16. 16. How-to-Guide HR Reporting ...SOME PAGES ARE MISSING HERE...  Go to www.hrmtoolshop.com and download the entire How-to-Guide ©HRM Toolshop, 2013, all rights reserved
  17. 17. How-to-Guide HR Reporting HR REPORTING – TOOLS OVERVIEW AVAILABLE TOOLS PER STEP IN THE PROCESS I. Identifying critical HR Measures (KPIs)  HR KPIs - List  HR KPI Progress & Issue Log – Template See also HRM Strategy Tools II. Setting Targets for each defined HR KPI  Workshop Setting Targets for Org & People Measures - Template  Workshop Setting Targets for HR Performance Measures - Template ©HRM Toolshop, 2013, all rights reserved III. Designing your HR Reporting Process & Tools IV. Implementing your HR Reporting Approach  HR Reporting Stakeholder Analysis - Worksheet  HR Dashboard – Reporting Template  HR KPI Progress & Issue Log - Template www.hrmtoolshop.com
  18. 18. How-to-Guide HR Reporting CRITICAL SUCCESS FACTORS & POTENTIAL PITFALLS The Experience : Sharing Lessons Learned ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  19. 19. How-to-Guide HR Reporting CRITICAL SUCCESS FACTORS • Identify a clear, consistent, and compelling connection between the company’s strategy and the work of each employee. • Zero in on the critical few measures that have the greatest impact on the company’s bottom line. • Document the effects of HR on company performance in credible ways that employees, line supervisors, and managers can understand. • Less is more!!! ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  20. 20. How-to-Guide HR Reporting ...SOME PAGES ARE MISSING HERE...  Go to www.hrmtoolshop.com and download the entire How-to-Guide ©HRM Toolshop, 2013, all rights reserved
  21. 21. How-to-Guide HR Reporting USER TERMS • You liked this template and you want to share HRM Toolshop’s 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, relicense, 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. ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  22. 22. How-to-Guide HR Reporting DID YOU LIKE THIS PRODUCT? Explore hundreds of best practice HR documents & tools on www.hrmtoolshop.com ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com
  23. 23. How-to-Guide HR Reporting WHO WE ARE Tania acquired 20 years of experience through managing international HR Legal Projects and Talent & Development Programs across industries. 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 Master’s 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-toearth, 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. ©HRM Toolshop, 2013, all rights reserved Anne gained 20 years of experience in guiding businesses through change, leadership development and strategic HR planning programs internationally. www.hrmtoolshop.com

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