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January 25, 2012

HR Metrics: You Have the Numbers – Now What?

Filed under: General HR Buzz5:07 pm

Congratulations!  You’ve identified some HR Metrics you want to capture, taken the measurements and have the results.  In fact, you probably have a nice graph put together to present to your Manager with color-coded columns and assorted data points.  Things are looking good – you finally have something, ie., data, to prove to Management that HR does add value.

But that is only the beginning. HR metrics without careful evaluation are just that – metrics.  I like to think of the next step of the process as an HR metrics Opportunity.  This is when the data can produce useful knowledge and predict trends in the workplace.

HR metrics can be used in benchmarking activities and results, assess compliance, predict performance – good and bad, assess internal controls and risk management performance, and used to improve performance.  HR metrics fail when wrong or limited-value metrics are used, the goal is not clear, risks are not considered, or if there is poor communication with the end user.

Examples of evaluating turnover metrics could include the following:

  • Calculation of metric based on voluntary / involuntary turnover
  • Breakdown by length of service and time on job
  • Breakdown by department
  • Breakdown by manager
  • Breakdown by performance rating

By drilling down the metric to specific pieces, underlying issues causing turnover may be exposed such as needs for management training, improvement in onboarding processes, or not hiring the right fit for the job.

It is the qualitative pieces of metrics that provide the opportunity to bring value to the table.  For more information on this topic, please stay tuned for upcoming blogs and check out our next whitepaper.

 

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