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HR METRICS MEASURING THE VALUE. Casting light onto the value that HR brings. Elena Novikova 25 September 2012, Moscow AmCham Annual HR Conference. GROWING IMPORTANCE TALENT ACQUISITION ROLES. Beyond recruitment, T&D, career planning, retention

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Hr metrics measuring the value

HR METRICSMEASURING THE VALUE

Casting light onto the value that HR brings

Elena Novikova 25 September 2012, Moscow

AmCham Annual HR Conference


Growing importance talent acquisition roles
GROWING IMPORTANCETALENT ACQUISITION ROLES

  • Beyond recruitment, T&D, career planning, retention

  • Raising the bar on the level of talent coming into the organization (graduate recruitment, HR branding)

Elena Novikova, Hays, Moscow 2012

Presenter's name & Date. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text


Closer to business hr business partners
CLOSER TO BUSINESSHR BUSINESS PARTNERS

Strategic outlook and tactical excellence

Creating trust relationship between HR, staff and management

Role that needs clarification

Elena Novikova, Hays, Moscow 2012

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Presenter's name & Date. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text


4 OUT OF 10 Chief Executive Officers get comprehensive operational data on labour costs*.ONLY 12%Receive complete data on return on investment on human capital*.

  • * PwC 15th Annual Global CEO survey

Presenter's name & Date. 2003 users: Go View Header & Footer to edit text / 2007 users: Go Insert Header & Footer to edit text


Traditional hr metrics
TRADITIONAL HR METRICS

Labour turnover, absence levels, retention and recruitment, performance, pay

distribution, training costs

Data per se does not provide value. It has to be meaningful and relevant, put

into business context it helps organisations understand the drivers behind

performance improvement, innovation, employee engagement, talent

development and acquisition

Elena Novikova, Hays, Moscow 2012


Context matters
CONTEXT MATTERS

  • “It’s not the metric that’s important, it’s the contextual understanding and explanation that makes it important and meaningful.”

  • - Angela Baron, Chartered Institute of Personnel and Development (CIPD)

Hays Journal, Issue 3, 2012


Focused hr initiatives that positively impacts the bottom line
FOCUSED HR INITIATIVES THAT POSITIVELY IMPACTS THE BOTTOM LINE

  • McDonald’s reports globally about 20 different operational HR metrics, covering areas including staffing levels, labour turnover, hiring rates and training outcomes. It also assesses employee engagement every three months and conducts a business-wide employee survey.

  • As a result, HR initiatives are focused on continuous enhancing these metrics.

Elena Novikova, Hays, Moscow 2012


Best practice reporting
Best practice reporting LINE

  • Make sure data is accurate and relevant. Always consider the reason for collecting data.

  • Look for data that helps predict increases in performance or engagement.

  • Separate findings relevant to different stakeholders and explain what metrics means for them.

  • Split data into forward and lagging indicators.

  • Communicate relevant information to customers and investors, too.

  • Be explicit about which actions are required for the data collection.

  • Analyse historical HR information along with performance data.

  • Consider the technology used to capture data. How does this operate across branches of a global business?

Elena Novikova, Hays, Moscow 2012


Conclusion
CONCLUSION LINE

  • Workforce should be viewed in terms of its potential contribution and not cost

Elena Novikova / Hays / 2012


Thank you
THANK YOU LINE


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