HR Metrics

Dashboard Reporting

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Our Situation

•A wide variety of data sources and formats•Mainly just list-style reporting • Inability to report on multiple levels or to slice the data into different views.

• Inconsistent tracking and data management•Reporting of any data was largely reactive

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What We Needed

•A common and consistent reporting tool that could draw from existing data sources

•More dynamic, up to date reporting•Ability to report on multiple levels and with multiple views (slice and dice)

•Ability to report proactively and to do trending

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What We Did

•Established a planning function within HR as part of a new service delivery model

•Hired a planner with a data oriented skill-set•Extracted all data to common reporting tool (Excelsius)

•Shifted to a dashboard concept

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The Consultant Team

• No one person or function in HR can deliver this new model alone

The “Now What”Builds relationships

Knows the client’s business

Generalist

Planner

Specialist

The “What”Analyzes source data

Coordinates Corp HR Projects

The “So What”Subject expertiseSource of raw data

Client

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The three legged stool

Our Client

Planner

SpecialistGeneralist

These three functions are equal

They depend on each other to survive

They each bring something to the client table

They draw on the strength of each other to enhance their own role

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How does our new metrics model work?

•Built on a core set of ‘executive’ metrics•Executive metrics can be mined by organization and by demographic

•Each metric has a detailed view with data and graphics

•Data is refreshed regularly•Many variables can be viewed with just a few clicks

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Dashboard Tour

•A few sample views of the reporting tool

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So What Does This Mean?

•HR staff now have fast access to consistent data through a desktop icon

•Specialists can mine data and see trends in their areas of expertise

•Generalists can look up program specific metrics for their clients

•Corporate reporting (HRBN, OMBI) now takes minimal effort

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Next Steps

•Check data integrity in 2011•Move to the “So What” phase•HR Generalists/Specialists start using data for their programs and stakeholders

•Move to proactive instead of reactive reporting

•Generate an annual Senior Management Report