Designing & Executing Your HR Metrics Dashboard to Enhance HR’s Strategic Contribution

About the Course

Metrics is the ‘language of businesses’ Senior leaders are seeking objectivity. They don't speak in generalities and don't make key decisions based on opinions. Metrics communicate by painting an unbiased, objective, and believable picture

They are in the service business and their H.R. function can be seen as only an overhead expense until others see value from the function. They appreciate the fact that the results that they don't objectively report often don’t count

They need metrics to be able to compare themselves to standards and ‘best practices’ in other organizations. That metrics provide early warning signals and identify performance gaps. And that it is difficult to control & improve upon any HR process that is not measured.

Metrics provide a means of increasing visibility, clarifying performance expectations and setting goals. That just measuring an HR process conveys its importance and tends to improve the performance of the process.

Since the leaders of the other functions within their organizations - manufacturing, sales, accounting, customer service, etc. - measure and report their contributions and performance, they as HR professionals should as well.

Course Objective

Human Resource Departments have traditionally been concerned with the processing of transactions and administrative functions – often with little or no objective data to provide them feedback on:

The effectiveness of their HR processes or the contribution that these processes are making to the organization’s business strategy

However, many senior corporate executives are no longer satisfied with this scenario – they want HR to prove its value and effectiveness through objective data.

At the end of this workshop, participants will be able to:

Use HR Metrics to ‘paint a picture’ and use the ‘language of business’

Know how to gauge whether they are satisfying the needs of their internal customers

Make continuous, meaningful improvements to HR processes

Make greater contributions to their business’ strategic and operational plans

Develop their personalized HR score card

Discuss ways of strategically implementing their HR dashboard

See and select from many potential HR Metrics

Show that they are not afraid of measuring their contribution

Who is the Target Audience?

HR Managers, Directors, VPs & CHROs, SHRM Associations & HR Groups on LinkedIn

Basic Knowledge

No Prerequisite required