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INTERACT FOR IMPACT: Adding Strategic Value

with HR Metrics

October 30, 2014

INTRODUCTION OF FACILITATOR

• Alicia Schoshinski, M.A., Senior HR Consultant

for Nonprofit HR

AGENDA

• Purpose and Types of HR Metrics

What do you track?

• Identifying Appropriate Metrics

How have you determined this?

• Analyzing and Communicating Metrics

Which benchmarks have you used?

What has been your experience sharing

metrics with management?

• Next Steps for Impact

Purpose and Type of HR

Metrics

WHAT ARE HR METRICS?

• HR metrics are a way of measuring the cost and

impact of HR programs and strategy

• Metrics gather information from the past, look at

the current state, and forecast the future

WHY DO HR METRICS MATTER?

• Human capital is the greatest asset in any

organization, especially for nonprofits

• Organizations need to know how well they are

utilizing/optimizing their people investment

“Measure what you Treasure”

“

METRICS AS STRATEGIC TOOL

• Inform management decision-making

• Provide big-picture view and long-term planning;

identify trends

• Point to strategies to achieve the organization’s

mission

• Facilitate employee/management

communication

• Back opinions with data and facts

“Just the facts, Ma’am”

TYPES OF HR METRICS

• Two kinds of HR metrics:

– Human capital metrics – measure

optimization of human capital; business

results

– Human productivity measures – measure

ability/efficiency/effectiveness of the HR

function to do its tasks

Which metrics do you track?

TYPES OF HUMAN CAPITAL METRICS

• Recruitment metrics

• Retention metrics

• Employee performance metrics

• Compensation and benefits metrics

• Employee demographic metrics

• Career advancement metrics

• Employee engagement metrics

• Exit interview feedback

• Employee surveys and focus groups

• Social media chatter

TYPES OF HUMAN PRODUCTIVITY METRICS

• HR headcount

• HR ratio

• Cost of HR per employee

• Average time to fill

• HR expense ratio

Identifying Appropriate HR

Metrics

How have you determined which metrics are

most relevant or valuable to your

organization?

DETERMINING APPROPRIATE HR METRICS

• Link HR metrics to organizational strategy and

departmental and organizational goals

• Leadership’s objectives and focus

• The size and mission of an organization

• The resources and efforts needed to track data

for metrics

• Showcasing HR’s accomplishments and areas

for further development

Analyzing and

Communicating Metrics

DATA COLLECTION

What system do you use to collect raw data?

BENCHMARKING

Do you compare your HR metrics against

benchmarking data?

What benchmarking sources have you used?

ANALYSIS AND COMMUNICATION

• Tell a compelling story

• Focus on meaningful data

• Tie findings to mission

• Utilize benchmarks

• Develop insights and identify trends

• Provide recommendations

What has been your experience in sharing HR

metrics with senior leadership at your

organization?

What would you recommend as a best practice for

communicating HR metrics?

Next Steps for Impact

TIPS FOR IMPACT

• Less is more

• Start small

• Evolutionary process

• Keep them asking for more

• Carve out time

• Collaborate with others

What next step will you take with respect to

metrics at your organization?