HR Metrics
Supplement traditional HR metrics with actionable, real-time data about the business

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Have you ever paused to consider the type of data you collect in employee surveys or via your HRIS process? Clearly, information about employees (their salaries, benefits, absenteeism rates, turnover, etc.) is necessary and valuable for gauging the quality of HR services and documenting HR outcomes. From this data, managers obtain numbers, trends, ratios, and benchmarks. However, managers tell us that this data alone is not actionable. eePulse helps complete your HR metrics strategy by supplying all of your managers with data that is actionable today and that leads to immediate ROI.

The accompanying graphic illustrates how eePulse can help. eePulse provides traditional survey data on metrics such as energy, change process, and more. But – eePulse’s more frequent and non-intrusive communication process focuses on real-time dialogue with employees – not just about the employee – but about the business.

Given the opportunity, employees will speak up about productivity blockers, opportunities for new business, customer experiences, supply-chain problems, forecasting, internal branding, and more. If HR can accumulate the knowledge from employees and ABOUT THE BUSINESS and then provide that data in a synthesized, easy-to-use format to the managers that can take action, then HR’s metrics raise in their level of usefulness overnight.

Actionable HR Metrics for Strategic Leaders

Gathering information from employees and about the business can move your HR group from being reactive to being proactive – from wanting to be a strategic partner to being mission critical and from personnel administration to being a core information source for business strategy and execution.

Results Today

• New CEO dramatically improves stock price in 6 months.
• General Manager saves over $1m in one month.
• Financial services firm saves $17m in 10 months.
• Call center reduces turnover by 26% in 6 months.
• Merger integration completed within 4 months.
• HR “insources” work and provides internal coaching to managers once they start getting their own data (for their own departments) from employees but about the business. Because managers are now accountable, they want help, and they can get it with a strategically oriented HR team.
  
  Read the new, related article: HR Metrics For HR Strategists.

• Click here to view HR Metrics deployment methodology