Articles tagged 'HR metrics'

HR Insights, HR Management

3 Ways For HR to Start Building a Data-Centric Approach

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No one could argue that being proactive and smarter about what you do is a bad strategy.

Big Data enables proactive, evidence-based decision-making throughout the enterprise — and yet, HR continues to struggle with adopting this approach. HR should be lining up to take advantage of the insights Big Data analysis offers, but that hasn’t happened just yet.

Still, the pressure is on for HR to step up to the plate and not only make decisions that align with business goals but to actually become part of the business’s advisory and planning process. Read more…

Recruiting and Staffing, Talent Management

How to Measure If You’re Hiring Great People – or Not

easy-to-do-great-work-note engagement

“HR should be every company’s ‘killer app.’ What could possibly be more important than who gets hired?”Jack Welch, former General Electric CEO

I wish more CEOs and their respective CFOs agreed with Jack Welch’s statement.

The companies that do follow this mantra seem to prosper (GE, Google, Facebook, Mayo Clinic, Starbucks, and others that invest in hiring and developing talent.) Quality hires impact a company’s ability to execute its mission, reach its milestones, be profitable and ultimately increase shareholder value.

Here’s how to measure this quality: Read more…

HR News & Trends

Weekly Wrap: SHRM Forced to Back Off on New Human Capital Standard

From the HR blog at TLNT.

I’m not always a big fan of SHRM — particularly how SHRM’s Board of Directors has chosen to operate — but this week, I think SHRM got big footed and forced to back off something that might have ultimately been a good thing.

In case you missed it, the American Staffing Association (ASA) and a number of other related organizations are crowing about forcing the Society for Human Resource Management to back off an effort they were leading to create standards around the reporting of HR metrics to investors.

According to a story on SHRM’s website, “This standard was to consist of a series of metrics intended to show the value of human capital in a manner that would be compelling to investors in publicly traded companies” according to Lee Webster, HR standards director for the SHRM. Read more…

HR Management, HR News & Trends

When It Comes To Strategic HR, Everything Else is the Supporting Cast

From the HR blog at TLNT

Of all the developments and trends in human resources, what would be at the top of your list?

Would strategic HR be there? How about outsourcing; or should that be in-sourcing? Does employer branding and the “war for talent” belong there? And where would technology fit in, especially the trend away from so-called best in class components and toward integrated systems?

Not an easy call is it? Just since the start of the recession in late 2007 HR departments, and the profession itself, has seen a remarkable shift in both function and practice.

Strategic HR, a concept that began to percolate about the same time companies changed the personnel division to the HR department, got jumped into the C-suite consciousness shortly after the layoffs began. It was helped along by the angst created earlier by Keith Hammond’s wake-up call to the profession in Fast Company titled Why We Hate HR. Read more…

HR Insights, HR Management

Hitting a Home Run in Talent Management: The Key is HR Analytics


Billy Beane, the Oakland A’s General Manager, described in Moneyball the need to rethink his team’s business (baseball) and make a scientific investigation of the sport by determining what qualities in an athlete converted into wins or baseball advantage.

HR leaders have a very similar opportunity in front of them today. HR analytics, if properly employed, can dramatically impact the bottom-line performance of an organization in multiple direct and indirect ways.

There are several things to keep in mind for those contemplating making HR analytics a focus for their organization: Read more…

HR Basics, HR News & Trends

HR Now Has Its First Official Standard: Cost-Per-Hire

From the HR blog at TLNT.

For the first time in the history of the profession, human resource practitioners now have a uniform way to measure and compare one of HR’s oldest metrics. The American National Standards Institute has accepted the profession’s proposal for determining cost-per-hire.

Enshrined alongside such venerable standards as those that gave us the first computer languages, and set the size of paper at the local office supply store, the new cost-per-hire standard now allows a company anywhere in the U.S. to compare this element of recruiting efficiency to those of others, elsewhere, including among its own divisions and branches.

“The approval of this standard as an American National Standard establishes a milestone for the HR profession. It affirms that HR has indeed a ‘technology’ that its professionals must apply, improve and preserve,” said Lee Webster, SHRM’s director of HR standards. “The HR profession and its stakeholders can now begin to make business decisions based on credible, transferable, and inter-operable human capital analytics.” Read more…

HR Management, Rewards & Recognition

Does Your Organization’s “Magic Metric” Include Employee Recognition?

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In Fistful of Talent last week, Steve Gifford tackled the ever-present topic of (my take) “what metric should we use to measure employee productivity/performance in terms everyone in the business cares about?”

It’s that last part of the question that’s most intriguing to me – in terms everyone in the business cares about. There are seemingly countless posts, articles, discussions, and even twitter chats, around the science of HR metrics and reporting. The art lies in finding a metric that is meaningful and clear to everyone from a line employee, to a manager in any department, to the C-suite.

Steve calls this the “magic metric,” which should be (quoting): Read more…

$#*!@ Dr. John Sullivan Says

HR Metrics: Why They’re So Hot – and Why HR Needs to Embrace Them


Editor’s Note: Dr. John Sullivan has been a strategist in HR and talent management for over 30 years. His specialty is HR strategy and designing world class HR systems and tools for Fortune 200 firms. He’s never been shy about telling it like it is.

That’s why TLNT asked him to share his thinking in a video series titled “$#*!@ Dr. John Sullivan Says!” Look for these videos weekly here at TLNT.

One of the hottest topics in HR these days, according to Dr. John Sullivan, is HR metrics or HR analytics.
And why are HR metrics so hot? Here are two key reasons: Read more…

TLNT Webinar: Your CEO Just Said Your Metrics Suck! Now What?


Upcoming free TLNT webinar on Thursday August 11, 2011: join TLNT contributor and longtime HR pro Tim Sackett for Strategies to put you back in the Driver’s Seat!

There is nothing worse than being in the boardroom presenting to your senior leadership, after having to wait far too long to gain this audience, and after the 3rd slide of your PowerPoint deck the CEO is already questioning your metrics!

Have you been there? Will you be there in the near future? Don’t despair, this webinar will give you 10 practical strategies to get beyond the initial shock of being shut down, and put you back in the driver’s seat. Read more…

HR Insights, HR Management

How to Group-Think Your Way To Better HR Metrics

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Great article last week in The Wall Street Journal on “What Gives Social Norms Their Power.” The research doesn’t have direct implications to HR, but you can derive much out of not just how social norms/the unspoken rules of a group, shape not just behavior but also the attitudes of your employees.

From The Wall Street Journal:

These are examples of how individuals’ behavior is shaped by what people around them consider appropriate, correct or desirable. Researchers are investigating how human behavioral norms are established in groups and how they evolve over time, in hopes of learning how to exert more influence when it comes to promoting health, marketing products or reducing prejudice…

The more public an object or behavior is, the more likely it is to spread, Dr. Berger says….

Rarely does any one individual set an entirely new norm for the group. Group leaders, however, help perpetuate or shift the norm. Unlike innovators, leaders tend to be high-status “superconformists,” embodying the group’s most-typical characteristics or aspirations, says Deborah Prentice, a social psychologist at Princeton University. People inside and outside the group tend to infer the group’s norms by examining these leaders’ behaviors…” Read more…