Welcome to RG’s Talent Tips. Today I’m going to show you an overview of how to create metrics that improve HR’s business impact. I usually teach this segment as part of a more comprehensive, three to a five-day training program on human capital metrics and analytics. But today, I’m going to give you the condensed version. Over the last decade, the HR measurement space has evolved pretty significantly. This evolution has brought the availability of increasingly sophisticated tools, new frameworks, a broader range of required talent within HR, and most importantly, greater opportunities to directly impact the business. In my opinion, the use of human capital metrics and analytics has been one of the major contributing factors for HR gaining newfound respect from business leaders.
Today’s HR professionals are shifting out of the transactional realm and into the strategic. This transformation from a reactive service provider to a proactive business driver requires increasing sophistication of measurement capability. Often success or failure in this area can be attributed to the lack of a definitive standard around defining, selecting, analyzing, and taking action on HR metrics. Metrics are what drive analytics, so they must be right from the start. So now let’s dig into what it takes to really create a set of standards for reliable and accurate measurement capability.
I hope you enjoy this video and learn something that you can apply right away.
Until next time.
