Be it employee satisfaction, absenteeism, employee turnover, employee productivity, organizational performance or any of the multiple HR metrics used, all are connected and interdependent.
For example, if we use those same HR metrics we can easily see the simple logic that if the individual employee satisfaction is somehow reduced due to any grievance, the individual performance will decrease as well. That would lead to higher absenteeism and attrition which has an impact on the overall performance of the company.
This flow and chain of interdependencies among HR KPIs and metrics can be viewed, measured and analyzed at individual level, team level and overall organization wide level. In addition, the data and results can be reported and analyzed for various time periods. . A well-organized system of metrics for your HR reporting can help you actually quantify this logic and measure what KPIs are driven by which metrics.
Many experts are of the opinion that workforce analytics and HR measurements need different mindset as it involves measuring performance of people and it’s not just a numerical calculation. Precarious Planning is the key to success of your HR reporting initiatives.
Practicing the Strategy
It is important for developing an effective HR reporting system to focus on the right approaches and identify smart and creative ways to quantify the qualitative elements like skills, effort, engagement, competence, training, motivation, etc.
- The answer to these challenges is to keep your portfolio of HR metrics as simple as possible and truly understand each and every KPI before starting measuring it. This is both an art and science and there is no written rule on how to do it.
- If you strategically frame the right metrics, your data should narrate a simple and focused story about your organizational performance. In order to achieve this level of HR reporting your HR scorecard or report should not be only a collection of metrics but management should be able to identify the relationship and interdependence among various KPIs.
For example after reporting your metrics for a certain period, you have the data necessary to analyze your assumptions. How much employee satisfaction drives turnover or absenteeism can be calculated by looking at your data for different months, quarters or years. And once you have this insight developing the right strategies for improvement becomes really obvious and you can focus on the top priorities for your company.
It’s easier said than done
The actual challenge is in translating the numbers into actionable statistics for the management. The HR Reporting system of most Human Resource Information Systems (HRMS) churns out only numbers. For the decision makers, it is both time consuming and exasperating to look at a set of numbers before they strategize upon Human Resource Management to achieve the Company’s Vision and Mission.
The PeopleWorks Advantage
A dedicated feature of PeopleWorks is its customized reporting. You can generate 70+ reports and present them for managerial decision making by easily exporting such reports. Moreover, you also get an easy to understand dashboard where all numbers are shown as graphs and charts, rather than just numbers. To know the details of every individual metric you may click on every graph or chart category.
For the success of your HR reporting, consistency is important and critical. While starting a new HR reporting, you might not be able to see all the benefits in short-term. However, once you have the data after a few reporting cycles, you will be able to learn alot from your metrics and continuously refine your reporting system. And with the PeopleWorks Advantage, you are always ready with your metrics. To know more about PeopleWorks, visit us at www.peopleworks.in or connect through Facebook, Twitter or LinkedIn.