Small- Medium- Size Enterprise
(SMEs) HR Analytics/Metrics
The
purpose of HR analytics/metrics is to evaluate human capital and human resource
measurements to determine how effective your organization is operating. Past
practices have involved organizational leaders evaluating finance, always
finance. While finance is an intricate portion of HR analytics/metrics, it is
the end results. How? Think about it!
Finance presents the end result of the where the organization stands. HR
analytics/metrics explains how the organization arrived there! As a small-
medium-size enterprise (SMEs) owner/founder/manager, the journey to achieving
organizational growth and achieving organizational goals is STRATEGY! STRATEGY!
STRATEGY!
Plan-do-check-act
(PDCA) is a management review process that can help you assess and focus on
specific organizational HR needs. Human Resource Analytics are the tools for
this process.
List
of Reports for assessing and reporting on HR functions
· Ad Source Reports: This report tracks how applicants have heard
about your organization, i.e., ERP (Employee Referral Program).
·
HR Data Reports: This report covers 4 main areas: Candidates
Interviewed; Candidates Hired; Candidates Terminated; and those who are
eligible for rehire.
· EEOC Reports: This report reflects
compliance with current laws surrounding diversity topics and hiring practices.
·
Traffic Reports: This
report provides results on where people are coming from and the top 5 keywords
candidates are typing in the search engines to find your open jobs.
The
key here is to make sure that the metrics you decide to use are those that will
truly have a business impact on your organization.
List
of Human Resource Metrics
·
Productivity/Employee Relations
Ø Employees surveys: Be ready for employee feedback; and be
prepared to show employees most pertinent results of survey
·
Recruiting/Retention
Ø Obtaining statistics:
Turnover rate of new hires; Average performance measures on new hires; Time to
fill positions; Percentage of diversity in your hiring; and dollar impact on
bad hire decisions.
·
Benefits/Compensation
Ø Depending on the size of
your organization you need to look at those areas as well as the overall feel
of how employees view the benefits and compensation.
·
Training and Development
Ø Development and growth
are important for employee retention.
·
Goals
Ø Percentage of goals that
were completed (met or exceeded) for the year.
April D. Halliburton
All-4-HR & Business
Solutions, LLC
all4hrbiz@gmail.com
