The document contains various metrics and key performance indicators used to measure organizational performance and drive business decisions. It discusses attrition rates by gender and over time, training metrics like mandays and expenditures, and metrics that measure effectiveness, efficiency, and impact. Common metrics that can help drive decisions are quality of hire, training delivery and ROI, and coverage of high potentials in talent pools. The document emphasizes that defining and measuring the right metrics is important for organizations to demonstrate their value and function as a strategic business partner.

1. Ganesha on the Dashboard

2.  What is the Dashboard?
 Is it required?
 How does it Help?
 More the Better?

3.  Why Ganesha on most Dashboards????
 What does it Signify?
 What is the Impact?

4. Attrition Rate DOTS
Monthly/YTD
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar
Rate(YTD) Rate(Monthly)
Male
84%
Female
16%
Officers in 18months Attrition Rate
1.833% 2.020%
1.487%1.452%
1.180%
0.680%0.680%
0.528%0.524%0.514%0.533%
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar
8.6
150
58
Training Mandays
137.5
112.25
55.37
159.01
117.8
85.75
62 62
16.2
60
148.19
81.38
61.12
37.19
85
75
88.875
180
160
140
120
100
80
60
40
20
0
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar
Mumbai Bangalore

6. HR – Strategic
Business partner
Initiatives as per
Business Intent
Provide data for
Business Decisions
Effective People
Relationships
Driving the
Organization
Culture
Fortune Teller

7. Driving Decisions

8.  Can Metrics drive Decision?
 What are top 3 Metrics you can think of
which can help drive decisions?

9. Impact
Effectiveness
Efficiency
Efficiency
• Recruitment Cycle
Time
• Avg Training
Mandays/ TNCI
• % of Talent Pool
within Org
• % coverage under
EES Action Plan

10. Impact
Effectiveness
Efficiency
Effectiveness
• % Quality of Hire
(A+/A/B+) from new hires
• % Training delivered vs
TNI
• % completion of Hi-Pot
IDP
• % EES Action plan
implemented

11. Effectiveness
Efficiency
Impact
• % key resources
filled/ Cycle time of
Key resources filled
• Training ROI/
Business impact of
Training
• % of Hi-pots in the
talent pools critical for
competitive
advantage?
• % score
improvement/vs %
implementation
Impact

12. Change Champion

13.  The set of shared attitudes, values, goals and
practices that characterizes an institution or
organization.
 the set of values, conventions or social
practices associated with a particular field,
activity or societal characteristic.

14. Define
Teach
Measure Demonstrate
Reward

15.  Define what current culture is & Issues with the
existing culture & area of imp to be captured
 How the new culture should be in the future.
 Displaying the Culture definition very closely
thru relevant policies & practices
 Action Plan on what needs to be done to help
leverage the change management
 Periodic review & measuring of where we stand
from our defined Culture

16. HR practices,
processes,
and
systems
Articulate how
what we do
adds value to
The business
Communicate
to the business
what a good
job we are
doing
The Inside-Out Approach

17. Identify the
business model
components
and areas to
drive value
Develop an
HR strategy
to execute the
business model
with relevant
metrics
Use the metrics
to demonstrate
or prove how
we are driving
business
performance
The Outside-In Approach