HR Metrics
Supplement traditional HR metrics with actionable, real-time data about the business
Use the following chart to understand the typical implementation process for HR Metrics:
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HR Metrics
Phase |
Technology |
Metrics |
Research Consulting Training
|
I: Implementation and start up
|
Base Measurecom Suite |
Use metrics that supplement current HR metrics. Focus is on collecting data from people but about the business. Can include traditional survey questions. |
Assist with metrics strategy, linking employee data about business with other HR metrics. Train stakeholders in “what’s possible.”
|
II: Strategy for manager use
|
Manager reports
Action planning |
Customize questions based on firm needs. |
Quarterly analysis provided for senior executive team.
Training as needed.
ROI reporting |
|
Personal reports
Event log
|
Add questions suggested by employees, managers
Continue with trend questions, customized questions |
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Employee training can be provided
Executive development based on cases developed from your own firm’s data |
IV: Research and communicate-back tools integrated
|
Focus on high need areas. Examples include new hire acculturation, minority group integration, etc. |
Customize as needed |
Customize as needed |
Note: Every implementation is customized, but this will provide you with an example of technology, metrics, and research
consulting that have worked when clients have the above-mentioned business needs.
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