Tips and Tools: HR Metrics and Analytics

  1. Choose metrics that matter to your organisation:get leadership agreement on what questions need to be answered.
  2. Define what data you are gathering and what formulas you are using.
  3. Remember most of the workforce data you need is already available in your HRM system….it’s just a matter of accessing it.
  4. Assess and report on the reliability and maturity of your HR metrics and analytical capabilities.
  5. Choose to demonstrate the data in a format that suits your organisation – use a variety of visualizations, colours, graphs, tables, filters.
  6. Name it! If the data is unreliable or vulnerable data identify it as such in your analytics.
  7. Tell your data story – visually and in simple language.
  8. Enable easy access to your data by those with authority to access it … 24/7 availability of data on all mobile solutions.
  9. Ensure you have: filtering capability – comparative analysis capability – can adjust your reporting parameters – can deep dive and drill down on your data.
  10. Ensure your data analytics are future focused.
  11. Keep the story telling straight forward and simple, complex reporting is not necessarily helpful and many won’t admit they don’t understand what you are saying.
  12. Share your data stories/analytics – others can learn from you and can assist you evolve your own metrics and analytics through their questions.
  13. Build metric and analytical capabilities in your organisation it is a capability in high demand and essential for evidence based workforce information and decision making.

To deep dive into into any of these points, please get in touch!


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