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Simplified & Demystified

HR Audits & Metrics

My Passion: building great workplaces!

Jodi RaymondPeople Matters, LLC

jodi@people-mattershr.comTwitter: @jodiraymondFacebook: PeopleMattersHR

Hello!

Slow path to seeing the value…

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• Impact & credibility

• Leverage resources

• High quality service

Opportunity!

What is your organizational role?

AGENDA…

1 Address myths

2 Definitions

3 Frameworks

4 Tips for success

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MYTHS SURROUNDING

HR AUDITS & METRICS

PART ONE

#1 Impossible to measure

#2 Takes too much time

#3 Waste of time

Value

• Efficiency & productivity

• Better business decisions

• Demonstrate HR’s value

• Reduce legal & financial risk

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DEFINITIONS

PART TWO

HR System: all HR programs, policies, procedures, practices and operations

HR Audit: analysis of current versus desired state

HR Metrics: ongoing measurement of efficiency & effectiveness

FRAMEWORKS

PART THREE

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KEY: Begin with the end in mind

HR Audit Process

1) Planning: a) Who

b) What

c) When

d) How

HR Audit Process

1) Planning: who, what, when, how

2) Data gathering: dig in!

3) Data analysis: identify gaps

4) Report findings: document

5) Action plan: fill gaps

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HR Metrics Development

1) Planning: a) Who

b) What

c) When

d) How

HR Metrics Development

1) Planning: who, what, when, how

2) Measure: baseline

3) Analyze: benchmark

4) Reporting: schedule

5) Action plan: set goals

HR Metric Ideas

• Time to fill (openings)

• (Recruiting) Cost per hire

• % employee participation in 401k

• Accidents per year

• Revenue per FTE (full-time equivalent)

• Annual turnover

• HR expense to operating expense

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TIPS FOR SUCCESS

PART FOUR

Tips for Success• Engage senior leadership

• Audit quickly

• Review metrics periodically

• Don’t agonize over perfect

HR Audits & Metrics

improve the positive

impact HR Systems

have on the business!

Key Takeaway

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THANK YOU!