Like most HR executives, you are facing tough questions about employee ROI, workforce costs and HR’s contribution. You probably have an “If I only knew” HR Metrics wish list to get answers to:
-Recruiting Metrics: Will we be able to recruit enough skilled employees? Can we staff upcoming projects? If there is agap, how many people should we hire now? Why do candidates decide to join us?
-Orientation and Separation Metrics: Our HR processes could be more efficient, especially around on-boarding, how long does it take toonboard a new hire? How long does it really take staff to reach proficiency- will HRMetricsPro help me discover where these processes are most in need of being improved and give me ideas on how to do so?
-Retention Metrics: Are we retaining the high performing talent appropriately?
-Performance Metrics: Is the workforce performing well or poorly? How can I differentiate top performers? Which managers create high performing team?
-Training Metrics: Which groups need training most? What kind of training do they need? How should I allocate the budget and resources to maximize training efficacy?
-Business Metrics: My senior management has asked me for a “state of the workforce” report with hard numbers – I’ve been putting them off, as I’m not sure how to use the data we have and get the data we don’t have. How could HRMetricsPro help me meet this type of request and make HR a strategic partner?
-Risk Management Metrics: Are there any potential risks in our workforce structure that we are not aware of? How can we avoid the devastating results brought by them?
-Change Management Metrics: How do I use data and graphs from HRMetricsPro to impact the business strategy and operations?
Recent Comments