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HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collat PowerPoint Presentation
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HR Metrics-Driven HR Strategic Command Center . HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collateral Thomas A Ference President & CEO Human Resources Mining & Distribution Co

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HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collat


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    1. HR Metrics-Driven HR Strategic Command Center HR Specialty Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Marketing Collateral Thomas A Ference President & CEO Human Resources Mining & Distribution Co Locating, Validating and Accelerating HR  Innovation Office: 219-662-0201 Cell: 630-240-2583 Fax: 219-661-0236 e-mail: tference@hrmdco.com Website: www.hrmdco.com

    2. Developed under guidance from the “Father of HR Metrics” • Vendors’ state-of-the art Data Management Center incorporates employers data related to workforce, business, customer and company financials • Proprietary and statistically valid formulae use data to calculate 600 powerful HC metrics and KPI’s • Metrics portfolio gets culled down to only those that are relevant to the client given its industry, business goals, HR tactics, etc. • Powerful dashboards and graphics and can be manipulated using built-in analytics such as quantifiers, calculators, mapping tools, wizards, etc. • Optionally, metrics can be used by vendor to develop an initial and visual Process Roadmap for employer showing specific steps and activities required to get HR from the Current State to a Future State. • Future State effectively links the talent and workforce planning strategies with the business strategy • ROI typically 10 to 1 HR Strategic Command Center

    3. Two-way database facilitates real-time HR scenario modeling linked to financial forecasting under most likely, least likely and optimistic scenarios with flexibility to adjust HR levers HR FunctionsFinancial Forecasts -Compensation and Benefits -Workforce Productivity -Recruiting and Hiring -Total Cost of Workforce -Engagement and Performance -Financial Performance -Training and Development -Workforce Planning Scenarios -Mobility and Career Paths -Predictive Workforce Modeling -Leadership and Management -Data-Driven Decision Making -Turnover and Retention -All metrics and scenarios are converted to ROI and dollars -A complete set of HC Financial Statements related to HC Impact, HC Assets and HC Flow statements Strategic Differentiators

    4. Inputs Process Outputs Workforce Strategy Transformation Current State Assessment Future State Solid Data Quality Marginal Data Quality No Standards Standard Metrics Workforce Standards and Measurement Workforce Standards No Metrics Consistency Skill Gaps Analytic Skills Training Workshops Critical Job Roles Not Predictive No Data Integration Assessment and Analysis Productivity Measures Enabling Rapid Process Improvement $ ROI Opportunities Unstable Foundation Lack of Insight Advanced Tools and Reports Workforce Analytic Power Tools Need Workforce Planning Visibility Analytic Capability Workforce Planning

    5. Source Systems Workforce Strategy Governance Best Practices Critical Job Roles Job Framework Metrics Handbook HR Data Standards Standards Standards Standards Human Capital Financial Statements • Flow Statement • 3. Impact Statement • 2. Asset Statement

    6. Sample Visuals ROI Calculator Career Path Quantifier Recruiting and Hiring Dashboard

    7. Advanced Analytics Example Average Annual Revenue by Tenure and Training Module Completion

    8. Data Errors Historical data still bad Example Human Capital Analytics Journey Data Driven Decision Making! Analytics journey steps Advanced Analytic Studies Bus. Units Reject Analysis Setbacks along the way COE Launches Training Courses Journey path and goal Bus. Units Demand more Integrated HR Databases HR Analysis Validated HR Data Warehouse 1st Analytics Study Drill-down, standard reports Scenario Analysis HR Data Cleansed historical data scrubbed External Benchmarking First Good Metrics Initial Reports & Analysis Context for decisions Turnover, Headcount, Hiring Data Errors HR Standards Established Lost HR Credibility Data Gathering HR data/systems Assessed HRIS system data HR Analytics Mandate COE Formation

    9. This product/service is contained in the HR Specialty Products & Services Catalogue™ • Operational level details about this particular service provider can be obtained in conference with the vendor • The HR Mining &Distribution Co. is an independent and contracted representative of the vendor • Upon your request, we will arrange for an introduction that can range from a simple, quick conference call to a services overview / system demo • Tom Ference 219-662-0201 (Chicagoland area) or tference@hrmdco.com • Thank you for your potential interest in this fresh thinking Next Steps