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HR Dashboard Metrics 2013

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This presentation gives a very high-level explanation of what a dashboard should be used for, what type of content it should consider and how it should look to be most effective.

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HR Dashboard Metrics 2013

  1. 1. H.R. Dashboard/ Balanced Scorecard Reporting Keeping Track and Why it Matters
  2. 2. Nice Dashboard!!!
  3. 3. Dashboards Galore!!!
  4. 4. Excel Dashboard example
  5. 5. Creative Dashboard
  6. 6. Simple Dashboard metrics
  7. 7. Dashboards are typically used for… Displaying metrics defined by the organization
  8. 8. Time to Fill
  9. 9. Dashboards are typically used for… The identified metrics are typically expressed as key performance indicators (KPIs), and a typical dashboard brings several KPIs together
  10. 10. KPI’s are important to strategy success Organizational Objective TIER ONE STATUS Executive Board, President, Provost, VPs, Deans AVPs, Chairs & Executive Directors Managers & Supervisors Line Staff & Students
  11. 11. Aligning Workforce Performance to Organizational Objectives • Performance Management • HR Process Consolidation • HR Management Tools Workforce Performance Lifecycle Strategy Execution Culture Structure Align All HR Strategies to Organizational Needs • Integrating knowledge to HR Mgmt. • Staff Retention • HR perceived value HR Development • Onboard & Orientation • Training • Mentoring
  12. 12. KPIs Internal Process Customers Financial Innovation & Learning
  13. 13. HR EVA (Economic Value Added) Three Principles: 1. Narrow down what’s measured 2. Develop an economic model for metrics (e.g. replacement cost for high potential employees is 6x’s compensation.) 3. Relate metrics to Executive Level’s desired data (use historical comparisons from materials you have already.)
  14. 14. So how does a scorecard fit in? “A scorecard for HR provides management a set of metrics with which to benchmark performance of an HR department and to show its value as a whole. The scorecard helps to present the HR department as a strategic asset and establish it as a partner in the organization.” –HR.Toolbox.com
  15. 15. Scorecard continued… “It also provides a basis for defining what functions the HR department does and does not do, as well as provide cost savings by optimizing solutions and balancing duties within the department. Having a measurement system in place helps an organization to define HR strategically and organizationally.” –HR.Toolbox.com
  16. 16. “One of the biggest competencies missing from HR is storytelling. If the data you present to line executives isn’t immediately seen as actionable, meaning people don’t know what the story means and what to do with it, dashboards become viewed as a throwaway process and technology pretty quickly.” - Jason Averbrook, CEO of Knowledge Fusion
  17. 17. “The reality is that quantifying HR is like quantifying love: It’s best to set your own standards rather than rely on the definitions of others.” – Thomas Casey, Workforce Magazine
  18. 18. Humbly Brought to you By Megan (with a little deco help from Aria!)

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