This Manual 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 Manual, 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.
HR reporting provides management teams with workforce data and insights to help run business operations more effectively. Regular HR reporting allows organizations to monitor key metrics, manage information better to support decision-making, and identify emerging problems. Examples of useful metrics include turnover rates, overtime hours, time to fill positions, training records, and more. Understanding trends in these areas can help managers make decisions around retention, staffing levels, succession planning, and workload distribution.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
The document discusses HR analytics and predictive modeling. It defines key concepts like metrics, analytics, and business intelligence. Analytics uses data to understand past trends and predict future outcomes. The document outlines areas where predictive modeling can be applied in HR, like attrition, recruitment effectiveness, and talent forecasting. It also provides examples of companies like Oracle, Sprint, Starbucks, and Dow Chemical that have successfully used analytics to retain top performers, predict attrition, measure engagement impacts, and do workforce planning.
Trendwise Analytics provides three levels of HR analytics and reporting capabilities to organizations. Level 1 involves descriptive analysis and dashboards to report basic metrics and percentages. Level 2 derives operational metrics like turnover and promotion ratios to track HR function efficiency. Level 3 utilizes predictive modeling like attrition forecasting, segmentation, and compensation analysis to inform decisions regarding retention, hiring, and compensation.
The document discusses how workforce analytics can help HR address strategic challenges by providing insights into workforce planning, demographics, retention, staffing, compensation, training, and performance. It describes IBM's workforce analytics solution, which offers standardized, on-demand, and strategic reports to analyze transactional, operational, and analytic data. The solution is available at three service levels. An example is provided of how GM partnered with IBM to source over 6,000 candidates in a month and fill long-vacant positions using workforce analytics. Key barriers to effective workforce analytics are inconsistent data, lack of system integration, and limited analytic skills.
This document is a master's thesis that examines Nordic HR professionals' attitudes toward and readiness for predictive HR analytics. A survey was conducted of 104 HR professionals and line managers in Sweden, Norway, Denmark and Finland. The results showed that both groups have positive attitudes toward predictive HR analytics and believe it will become standard. However, line managers had a higher perception of HR's capabilities than HR professionals themselves. The study aims to provide insights into how Nordic HR can optimize the use of predictive analytics to improve decision-making and demonstrate their strategic value to organizations.
HR Analytics- Analytics Based Retention StrategiesTEJAS KUMAR
An Overview in the field of HR Analytics. The focus of this presentation is on Retention Strategies. In this presentation, I have touched upon the current trends and the future growth areas of analytics based retention strategies.
Farsight offers robust business intelligence, predictive analytics tool that makes the organizational processes goal oriented. Farsight’s tool portrays an analytical picture of the development, creation, implementation, maintenance, and assessment of workflow and aligns them with available resources.
Farsight offers you to start with today’s needs and expansion the solution module as the business grows. Following are the benefits that can be derived by Farigsht’s HR Tool which empowers analytics.
HR reporting provides management teams with workforce data and insights to help run business operations more effectively. Regular HR reporting allows organizations to monitor key metrics, manage information better to support decision-making, and identify emerging problems. Examples of useful metrics include turnover rates, overtime hours, time to fill positions, training records, and more. Understanding trends in these areas can help managers make decisions around retention, staffing levels, succession planning, and workload distribution.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
The document discusses HR analytics and predictive modeling. It defines key concepts like metrics, analytics, and business intelligence. Analytics uses data to understand past trends and predict future outcomes. The document outlines areas where predictive modeling can be applied in HR, like attrition, recruitment effectiveness, and talent forecasting. It also provides examples of companies like Oracle, Sprint, Starbucks, and Dow Chemical that have successfully used analytics to retain top performers, predict attrition, measure engagement impacts, and do workforce planning.
Trendwise Analytics provides three levels of HR analytics and reporting capabilities to organizations. Level 1 involves descriptive analysis and dashboards to report basic metrics and percentages. Level 2 derives operational metrics like turnover and promotion ratios to track HR function efficiency. Level 3 utilizes predictive modeling like attrition forecasting, segmentation, and compensation analysis to inform decisions regarding retention, hiring, and compensation.
The document discusses how workforce analytics can help HR address strategic challenges by providing insights into workforce planning, demographics, retention, staffing, compensation, training, and performance. It describes IBM's workforce analytics solution, which offers standardized, on-demand, and strategic reports to analyze transactional, operational, and analytic data. The solution is available at three service levels. An example is provided of how GM partnered with IBM to source over 6,000 candidates in a month and fill long-vacant positions using workforce analytics. Key barriers to effective workforce analytics are inconsistent data, lack of system integration, and limited analytic skills.
This document is a master's thesis that examines Nordic HR professionals' attitudes toward and readiness for predictive HR analytics. A survey was conducted of 104 HR professionals and line managers in Sweden, Norway, Denmark and Finland. The results showed that both groups have positive attitudes toward predictive HR analytics and believe it will become standard. However, line managers had a higher perception of HR's capabilities than HR professionals themselves. The study aims to provide insights into how Nordic HR can optimize the use of predictive analytics to improve decision-making and demonstrate their strategic value to organizations.
HR Analytics- Analytics Based Retention StrategiesTEJAS KUMAR
An Overview in the field of HR Analytics. The focus of this presentation is on Retention Strategies. In this presentation, I have touched upon the current trends and the future growth areas of analytics based retention strategies.
Farsight offers robust business intelligence, predictive analytics tool that makes the organizational processes goal oriented. Farsight’s tool portrays an analytical picture of the development, creation, implementation, maintenance, and assessment of workflow and aligns them with available resources.
Farsight offers you to start with today’s needs and expansion the solution module as the business grows. Following are the benefits that can be derived by Farigsht’s HR Tool which empowers analytics.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
The document discusses HR metrics and how to measure, analyze, and report on metrics as an HR information analyst. It outlines why metrics are important for understanding, controlling, and improving HR processes. Some key metrics that can be measured include voluntary turnover rates, time to hire, and training cost factors. The document provides formulas and examples for calculating these metrics and extracting relevant data from sources like HRIS systems, surveys, and industry benchmarks. It emphasizes assessing data quality, selecting meaningful metrics, and using tools like Excel, Access and PowerPoint to analyze, visualize and communicate metrics and insights to stakeholders.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
The webinar discussed building a business case for workforce analytics and planning. It began with an overview of how data-driven people management can improve business outcomes. Next, it covered how to structure a business case by quantifying efficiency gains, direct workforce benefits, and business impacts. The webinar concluded with examples of how workforce intelligence solutions can help with objectives like developing optimal workforce plans, addressing cost changes, and finding new savings.
The document discusses the importance of HR analytics for talent management. It begins by defining talent and talent management, explaining that talent management is a continuous process of sourcing, hiring, developing, retaining and promoting employees. It then discusses how HR analytics can help with various aspects of talent management, including talent strategy and planning, identifying and acquiring talent, developing and deploying talent, and retaining talent. Some key implications of HR analytics for talent management are that it will make the HR function more strategic and data-driven, require better quality HR data, impact the tools used, and change long-held beliefs by analyzing outcomes.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
HR Analytics Design, Implementation and Measurement of HR StrategyDr. Nilesh Thakre
The document discusses HR analytics and the design, implementation, and measurement of HR strategy. It defines HR analytics as applying data mining and business analytics techniques to human resources data to provide insights for effectively managing employees. It also discusses defining a company vision, establishing the HR department's role, developing a company overview, investigating company needs, evaluating HR processes, implementing the plan, and measuring success as key parts of designing, implementing, and measuring an HR strategy. The goal of the strategy is to help achieve business goals and get an optimal return on investment from human capital.
This document summarizes a presentation on people and HR analytics. It defines people analytics as using people-related data to optimize business outcomes. HR analytics uses statistical methods and multiple data sources to gain insights into workforce dynamics. The presentation recommends segmenting data, integrating people data with business metrics, and communicating findings clearly. It also describes a certificate course that teaches HR professionals how to develop analytical models, use tools like Excel for analysis and visualization, and apply an analytics process model to measure outcomes like employee satisfaction.
Fundamentals of Recruitment Analytics OutlineDan Meyer
This document provides an outline for a training on fundamentals of recruitment analytics. It covers topics such as defining recruitment analytics, assessing an organization's current use of analytics, key recruitment metrics to track, finding the right data, applicant tracking systems, using big data and business intelligence in recruiting, and making data-driven decisions. The training agenda includes an overview of trends in the Philippine recruitment industry and a self-assessment of an organization's analytics culture. It emphasizes using data to understand factors like employee retention and satisfaction.
Partner Activ8 are leaders in harnessing the value hidden in people data using a sophisticated database and analytics in the cloud.
Synapse captures the people data found in operational systems such as Resource Management and Capacity Planning.
Combining these two types of leads to very powerful new insights:
• Are my best people working on the highest value/risk projects in my portfolio?
• Which of these resources are most likely to leave in the next 6 months?
• How is the absence rate correlated to current Portfolios, Programmes, Projects and Managers?
• What will be the predicted financial impact of this in these Portfolios in the next 12 months?
Synapse is able to direct a ‘stream’ of new operational data into the Activ8 system and provide these and many more answers.
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions.
The document discusses creating an HR Analytics Centre of Excellence. It recommends establishing an HR analytics team that collaborates with various internal departments, such as HR, finance, and operations, as well as external partners. The center should provide observations and insights to key stakeholders, including executives, line managers, and the CEO/CHRO. It also emphasizes that HR analytics is about understanding people, not just numbers, and cautions against producing too many metrics or engagement scores without context. The last sentences recommend matching the analytics system to defined needs, ensuring quality data input, and having resources to support the system long-term.
Nulearn provides an Opportunity to get Hr analytics certification from IIM Rohtak under India's Top faculties. Get Industry interactions, end term projects and more.
HR Performance Management - How to measure and report on your hr performance ...Anne Van de Catsye
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.
The document discusses how companies can use what-if analysis to better manage crisis situations. It suggests tracking employee productivity, engagement, and well-being to understand the employee experience better. Leaders need to be involved in designing HR roles and planning new workflows. Support for employees includes enhanced sick leave, financial assistance, adjusted hours, and childcare. What-if analysis can help analyze data across countries, compare performance to historical trends and forecasts, and foresee future business scenarios.
This document provides an overview of an HR analytics workshop. It begins by stating the objectives of the workshop which are to explain what HR analytics is, its applications, and how to analyze data and present findings. It then defines HR analytics as applying analytical techniques to talent data to gain insights and aid decisions. The rest of the document discusses analytics maturity levels from reporting to predictive analytics. It provides examples of how analytics can be applied to talent acquisition, retention, performance and job allocation. Finally, it presents a case study on analyzing attrition at an insurance company and includes sample dashboard metrics and analysis that could be performed.
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
This document provides information about an online webinar on building stronger HR partnerships through talent analytics. The webinar will feature a presentation by Alexis Fink from Intel on talent analytics and how data can be used to improve HR decision making. Attendees will be able to listen through their computer speakers, view slides, participate in a live chat, and ask questions. The webinar is sponsored by Workforce magazine and is certified for continuing education credits by HRCI.
This document summarizes a presentation given by Marc Timmerman on trends in HR and talent management. Key topics discussed include evolving priorities for talent acquisition, development, and retention globally. The presentation also examines how the role of HR is changing from administrative to more strategic, the rise of new generations in the workforce, and the need for customized employee value propositions. Amazon and Deloitte are presented as examples of using social media and customizing their talent approaches. The presentation concludes by emphasizing the importance of adapting to changes in developing game-changing HR strategies.
An alternative to annual salary increases Axiom Consulting PartnersDavid Moon
Delivered at the 2016 World@Work Total Rewards Conference, this presentation offers an alternative to annual salary increases while increasing the meaningfulness of rewards, aligning rewards with performance, and making better use of the time of both employees and managers. Presented by Juan Pablo Gonzalez, partner at Axiom Consulting Partners and Bruce O'Neel, VP-HR at CSG International.
Companies of all sizes are struggling to manage the massive amounts of data related to human resource management. This program will examine the various solutions technology offers to deal with this challenge, and provide examples to increase department efficiency while adding strategic value to the business.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
The document discusses HR metrics and how to measure, analyze, and report on metrics as an HR information analyst. It outlines why metrics are important for understanding, controlling, and improving HR processes. Some key metrics that can be measured include voluntary turnover rates, time to hire, and training cost factors. The document provides formulas and examples for calculating these metrics and extracting relevant data from sources like HRIS systems, surveys, and industry benchmarks. It emphasizes assessing data quality, selecting meaningful metrics, and using tools like Excel, Access and PowerPoint to analyze, visualize and communicate metrics and insights to stakeholders.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
The webinar discussed building a business case for workforce analytics and planning. It began with an overview of how data-driven people management can improve business outcomes. Next, it covered how to structure a business case by quantifying efficiency gains, direct workforce benefits, and business impacts. The webinar concluded with examples of how workforce intelligence solutions can help with objectives like developing optimal workforce plans, addressing cost changes, and finding new savings.
The document discusses the importance of HR analytics for talent management. It begins by defining talent and talent management, explaining that talent management is a continuous process of sourcing, hiring, developing, retaining and promoting employees. It then discusses how HR analytics can help with various aspects of talent management, including talent strategy and planning, identifying and acquiring talent, developing and deploying talent, and retaining talent. Some key implications of HR analytics for talent management are that it will make the HR function more strategic and data-driven, require better quality HR data, impact the tools used, and change long-held beliefs by analyzing outcomes.
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
HR Analytics Design, Implementation and Measurement of HR StrategyDr. Nilesh Thakre
The document discusses HR analytics and the design, implementation, and measurement of HR strategy. It defines HR analytics as applying data mining and business analytics techniques to human resources data to provide insights for effectively managing employees. It also discusses defining a company vision, establishing the HR department's role, developing a company overview, investigating company needs, evaluating HR processes, implementing the plan, and measuring success as key parts of designing, implementing, and measuring an HR strategy. The goal of the strategy is to help achieve business goals and get an optimal return on investment from human capital.
This document summarizes a presentation on people and HR analytics. It defines people analytics as using people-related data to optimize business outcomes. HR analytics uses statistical methods and multiple data sources to gain insights into workforce dynamics. The presentation recommends segmenting data, integrating people data with business metrics, and communicating findings clearly. It also describes a certificate course that teaches HR professionals how to develop analytical models, use tools like Excel for analysis and visualization, and apply an analytics process model to measure outcomes like employee satisfaction.
Fundamentals of Recruitment Analytics OutlineDan Meyer
This document provides an outline for a training on fundamentals of recruitment analytics. It covers topics such as defining recruitment analytics, assessing an organization's current use of analytics, key recruitment metrics to track, finding the right data, applicant tracking systems, using big data and business intelligence in recruiting, and making data-driven decisions. The training agenda includes an overview of trends in the Philippine recruitment industry and a self-assessment of an organization's analytics culture. It emphasizes using data to understand factors like employee retention and satisfaction.
Partner Activ8 are leaders in harnessing the value hidden in people data using a sophisticated database and analytics in the cloud.
Synapse captures the people data found in operational systems such as Resource Management and Capacity Planning.
Combining these two types of leads to very powerful new insights:
• Are my best people working on the highest value/risk projects in my portfolio?
• Which of these resources are most likely to leave in the next 6 months?
• How is the absence rate correlated to current Portfolios, Programmes, Projects and Managers?
• What will be the predicted financial impact of this in these Portfolios in the next 12 months?
Synapse is able to direct a ‘stream’ of new operational data into the Activ8 system and provide these and many more answers.
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions.
The document discusses creating an HR Analytics Centre of Excellence. It recommends establishing an HR analytics team that collaborates with various internal departments, such as HR, finance, and operations, as well as external partners. The center should provide observations and insights to key stakeholders, including executives, line managers, and the CEO/CHRO. It also emphasizes that HR analytics is about understanding people, not just numbers, and cautions against producing too many metrics or engagement scores without context. The last sentences recommend matching the analytics system to defined needs, ensuring quality data input, and having resources to support the system long-term.
Nulearn provides an Opportunity to get Hr analytics certification from IIM Rohtak under India's Top faculties. Get Industry interactions, end term projects and more.
HR Performance Management - How to measure and report on your hr performance ...Anne Van de Catsye
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.
The document discusses how companies can use what-if analysis to better manage crisis situations. It suggests tracking employee productivity, engagement, and well-being to understand the employee experience better. Leaders need to be involved in designing HR roles and planning new workflows. Support for employees includes enhanced sick leave, financial assistance, adjusted hours, and childcare. What-if analysis can help analyze data across countries, compare performance to historical trends and forecasts, and foresee future business scenarios.
This document provides an overview of an HR analytics workshop. It begins by stating the objectives of the workshop which are to explain what HR analytics is, its applications, and how to analyze data and present findings. It then defines HR analytics as applying analytical techniques to talent data to gain insights and aid decisions. The rest of the document discusses analytics maturity levels from reporting to predictive analytics. It provides examples of how analytics can be applied to talent acquisition, retention, performance and job allocation. Finally, it presents a case study on analyzing attrition at an insurance company and includes sample dashboard metrics and analysis that could be performed.
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
This document provides information about an online webinar on building stronger HR partnerships through talent analytics. The webinar will feature a presentation by Alexis Fink from Intel on talent analytics and how data can be used to improve HR decision making. Attendees will be able to listen through their computer speakers, view slides, participate in a live chat, and ask questions. The webinar is sponsored by Workforce magazine and is certified for continuing education credits by HRCI.
This document summarizes a presentation given by Marc Timmerman on trends in HR and talent management. Key topics discussed include evolving priorities for talent acquisition, development, and retention globally. The presentation also examines how the role of HR is changing from administrative to more strategic, the rise of new generations in the workforce, and the need for customized employee value propositions. Amazon and Deloitte are presented as examples of using social media and customizing their talent approaches. The presentation concludes by emphasizing the importance of adapting to changes in developing game-changing HR strategies.
An alternative to annual salary increases Axiom Consulting PartnersDavid Moon
Delivered at the 2016 World@Work Total Rewards Conference, this presentation offers an alternative to annual salary increases while increasing the meaningfulness of rewards, aligning rewards with performance, and making better use of the time of both employees and managers. Presented by Juan Pablo Gonzalez, partner at Axiom Consulting Partners and Bruce O'Neel, VP-HR at CSG International.
Empowering Transformation
To succeed in today's fast paced business economy, businesses must adapt to working with fewer resources while making smart, efficient and most importantly, right decisions. Nbiz Infosol L.L.C. is an information solutions company that aims at enabling your business by incorporating the right Information System solutions. While we can't change the economy, we can equip you with the right technology solutions to fight back by optimizing business processes and moving ahead together, towards target.
We are a provider of professional business training courses e.g PMP, CISA, Cobit to name a few; designed for companies who want to train their staff as well as individuals who are seeking their own personal development. Authorized training centre of Project Management Institute; We offer training programs to professionals from various fields like Administration, Engineering, Construction, Projects, Accounts & Finance, Management, Languages etc.
We are leading ISO certifications and consultancy in Abu Dhabi and Dubai.
At Nbiz Infosol LLC, we source, create and deliver products and services to meet the real-world, evolving IT governance needs of today's organizations, directors, managers and practitioners. Nbiz infosol is a UAE-based management consulting, technology services and outsourcing company , serving clients in all of the Gulf region.
Nbiz Infosol is proud to announce its expansion in Chennai, India. We will be conducting training courses and other business activities in Indian Peninsula.
Check our Seminar, Workshop and Training conducted by us.
This document discusses human resources management (HRM). It begins by explaining the importance of HRM, including helping control budgets, improving organizational performance and image, and sustaining the business. Next, it describes how HRM has evolved from a traditional personnel administration function to a more modern, strategic role. The document then outlines the goals and benefits of HRM, the key activities within the HRM landscape, and some characteristics of effective HRM practices. Finally, it discusses challenges for HRM like managing innovation and the shift from manual to knowledge work in the modern economy.
HR SCORECARD Human Resource Scorecard PPT SlidesYodhia Antariksa
The document provides information on developing HR scorecards and key performance indicators (KPIs) for measuring HR performance. It includes examples of HR strategy maps and scorecards that identify strategic objectives and KPIs related to areas like employee satisfaction, productivity, recruitment, and competency development. It also shares a template for an HR manager's KPI table that lists key result areas, KPIs with defined targets and weights, space to track actual results, and a formula for calculating final performance scores. The template is intended to help HR evaluate and improve their performance across important business goals.
The document provides a template for an HR manager's key performance indicator (KPI) table. It includes instructions on defining key result areas, selecting KPIs, assigning weights and targets for each KPI, tracking actual results, calculating scores, and using the final score to determine bonuses, salary increases, and promotions. The template and additional HR tools can be downloaded from www.exploreHR.org.
This document provides an overview of managing corporate performance using the balanced scorecard approach. It discusses key components of performance management including identifying strategic objectives and key performance indicators across four perspectives: financial, customer, internal processes, and learning and growth. Strategy maps are presented as a framework to translate strategies into objectives and measures across each perspective. Examples are also given of strategy maps tailored for different corporate functions like HR, IT, finance and marketing.
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A M...HRM Toolshop
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management. It will also help you to follow up on defined HR actions and report on progress in a highly professional way. This Manual will help you to build your own HRM Strategy!
Change Management - How to manage change in your organization successfully. A...HRM Toolshop
Is your organization facing some key changes in their Go-To-Market Offering or in the way the Business operates? Is your Executive Management Team driving a major Efficiency Program across all functions? Are you part of a (Global) Task Force for implementing a new Enterprise-wide IT System? Is your company planning a new Acquisition soon?
Having a step-by-step approach for managing any Change Project within your organization will enhance your success and credibility as an experienced Change Agent. It will provide you with the tools and checkpoints to ensure that any change results in higher business performance and highly engaged staff.
This Change Management How-to Guide explains in detail the 4 major steps in managing the change within your organization succesfully. You can use this manual as a guide during your projects, or as a development tool for your team.
Recruitment & Selection - How to recruit and select new employees. A Manual f...HRM Toolshop
This Manual describes how to determine the appropriate search approach, how to respond to candidates, conduct your selection interviews and manage negotiations with the best matching candidate.
For each step in the Manual, you will be introduced to the relevant tools and templates and how to complete them: a template for defining your Search Approach together with the Hiring Manager, an interview template, a list of interview questions to choose from, examples of standard replies to candidates and so much more.
Recruitment - How to recruit and select new employees - A pragmatic Manual fo...Anne Van de Catsye
This Guide helps you to use the tools & templates of the Recruitment & Selection Toolkit. It describes how to determine the appropriate search approach, how to respond to candidates, conduct your selection interviews and manage negotiations with the best matching candidate.
Strategic human resource management (SHRM) links a company's workforce to its core strategies, goals, and objectives. It involves formulating HR policies and practices to develop employee skills that achieve the company's strategic aims. SHRM focuses on ensuring flexibility, building organizational culture, and driving business performance through recruitment, training, performance management, and other HR functions aligned with company strategies. The role of HR is to gain a deep understanding of SHRM to actively partner with management in creating and implementing effective policies.
Recruitment and Selection How-to-guideHRM Toolshop
This Guide forms part of the Recruitment & Selection Toolkit - a step-by-step approach to recruit and select new employees including templates such as an Interview Questionnaire, a Recruitment & Selection Manual for Hiring Managers, Pre-Employment Checklists, …. The Recruitment & Selection how-to-guide helps you step by step to use the tools and templates of the recruitment and selection toolkit.
This document discusses HR analytics and its importance. It provides an example of how Credit Suisse used analytics to predict which employees might quit and the reasons why, saving the company $70 million annually. HR analytics involves using statistical tools to analyze HR data to gain insights and improve decision making. It helps companies measure the impact of HR policies, predict the future workforce, and align HR strategy with business goals. Google is highlighted for its successful use of people analytics to optimize workplace processes and morale. The importance of HR analytics is that it provides data-driven understanding of employee processes to help businesses identify issues costing money.
Human resources anaHR analytics allows HR professionals to make informed deci...KhushiPatel175395
This document discusses HR analytics and its importance. It provides an example of how Credit Suisse used analytics to predict employee turnover and save $70 million annually. HR analytics involves using statistical tools to analyze HR data and gain insights to improve decision making. It helps measure the impact of HR policies and interventions and enables data-driven rather than intuitive decisions. Google is highlighted for its successful use of analytics to optimize people processes through regular employee feedback.
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
This document discusses strategic human resource management and developing an HR strategy. It begins with explaining how to conduct an environmental analysis and customize an HR strategy. It also discusses evaluating methods to gain stakeholder commitment and incorporating ethics. The document then covers monitoring HR practices, measuring HR strategy effectiveness, and identifying strengths/weaknesses in a firm's human capital. It provides examples of assessing competitive risks/opportunities in HRM and HR management processes. The document outlines constructing an HR strategy through environmental analysis and identifying gaps. It also discusses alternative HR strategies for different organizational contingencies.
The document discusses strategies and strategic planning. It provides definitions of strategy as a plan of actions to achieve long-term goals. It then outlines Kurkure's strategy for product launches, including advertising and ensuring full outlet coverage. It lists characteristics of effective strategies and the 7 steps of strategic planning. Finally, it discusses the role of human resources in strategic planning and how HR strategies and policies can support organizational strategies and goals.
Strategist HR Advisory Services provides consulting services in areas such as HR advisory, research, technology, learning and leadership, HRO, and psychometrics. It has a global presence and proprietary tools to help clients in areas like succession planning, employer branding, values deployment, and employee engagement. Strategist aims to help clients align HR and business strategies and deliver business impact through its advisory services.
The document discusses various aspects of human resource management (HRM) including the key activities, importance for managers, changing environment, and strategic approach. It outlines the eight main HRM activities as planning, recruitment, selection, orientation, training, performance management, compensation and benefits, and career development. It emphasizes that HRM is important for managers to hire the right employees, reduce turnover, ensure training, and comply with legal requirements. New trends like globalization, technology, and workforce changes are altering the HRM field. An effective strategic HRM approach aligns HR activities with the company's overall strategic plan and goals.
Plan to Succeed: Building a strategic talent management planHalogen Software
Tim Mullligan, Chief Human Resource Officer of the San Diego Zoo discusses the importance of building a strategic talent management plan and how it has revolutionized the zoo’s culture, making the entire organization more accountable, focused and goal driven. Since implementing the system, the society has achieved a number of benefits including establishing greater employee motivation as well as employee accountability. The zoological society’s employees are now able to see a clear connection between the objectives that have been set for them and the overall objectives of the organization, which is driving stronger overall performance for the organization as a whole.
PeopleFirm is a consulting firm focused on helping clients achieve a competitive advantage through their people. They offer services in change management, talent management, organizational performance, and people strategy. Their approach involves assessing clients' needs, measuring current maturity levels against best practices, and developing customized roadmaps and solutions to improve efficiency, effectiveness, differentiation and alignment. They emphasize the importance of an integrated people strategy that is aligned to a company's business strategy and goals.
PeopleFirm is a consulting firm focused on helping clients achieve a competitive advantage through their people. They offer services in change management, talent management, people strategy, and organizational performance. PeopleFirm takes a strategic approach to people management, assessing clients' talent processes and developing customized roadmaps. They help clients improve efficiency, effectiveness, alignment, differentiation, and optimization of their talent management and organizational performance.
Rayon Solutions Pvt. Ltd.
Source: www.rayonhrsolutions.com
Rayon is a global human resource outsourcing and consulting firm dedicated to providing companies with a complete range of integrated services to help them manage their human resource cost and functions, enhance quality of services and development of their workforce to get better results.
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
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Objectives:
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Your Guide To Finding The Perfect Part-Time JobSnapJob
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