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An HRM Toolshop Case: Introducing HR Reports in a dynamic service company
by Tania De Bock |
Last year, a fast-growing technical consultancy company asked us to set up an HR Dashboard. The Management Team wanted to make it more visible 1) how HR contributed to the business and 2) how efficient the current HR service delivery and processes are.
1) Identifying the critical HR Measures: Select a set of Organization & People Measures that will monitor the impact of the HRM Strategy on the Business Outcomes & a set of HR Performance Measures that will monitor the efficiency of your HR service delivery and processes
2) Setting targets for each identified HR KPI:
Organize a Workshop with the Management Team to define Targets for all Organization & People Measures and
Organize a Workshop with the HR Team to define Targets for all HR Performance Measures
3) Designing the HR reporting process and tools:
Collect all Reporting Requirements for different stakeholders
Build the most appropriate HR Reporting Process & Templates
Design a process for collecting relevant data on target realization for each measure
4) Implementing the HR Reporting approach:
Plan and schedule all HR Reporting Meetings
Define a feedback mechanism to translate all input from Reporting Meetings into HR improvement actions
FOCUS: Zoom in on the critical few measures that have the greatest impact on the company’s bottom line.
KEEP IT SIMPLE: Too complex measures and too much information in one report will result in frustration and misunderstanding.
ALIGN: Make sure the performance measures are clearly aligned with the business strategy.
USE CORRECT DATA: Check the integrity of the data used.
DOCUMENT & TRANSLATE: Document the effects of HR on company performance in credible ways that employees, line supervisors, and managers can understand.