hr dashboard metrics 2013
DESCRIPTION
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.TRANSCRIPT
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H.R. Dashboard/ Balanced Scorecard Reporting
Keeping Track and Why it Matters
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Nice Dashboard!!!
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Dashboards Galore!!!
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Excel Dashboard example
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Creative Dashboard
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Simple Dashboard metrics
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Dashboards are typically used for…
Displaying metrics defined by the organization
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LIKE…
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Time to FillTurnover (good & bad)
# of employees
approaching
retirement
Diversity of Management
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Dashboards are typically used for…
The identified metrics are typically expressed as key
performance indicators (KPIs), and a typical dashboard brings several
KPIs together
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KPI’s are important to strategy success
Linking organizational strategy to Executive, Managerial & Individual Goals
Organizational ObjectiveTIER ONE STATUS
Executive Board, President, Provost, VPs,
Deans
AVPs, Chairs & Executive Directors
Managers & Supervisors
Line Staff & Students
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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
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KPI’s are usually drawn from four perspectives
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KPIs
Internal Process
Customers
Financial
Innovation &
Learning
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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.)
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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
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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
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“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
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“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
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