TM - April 2008 - (Page 34) recruitment & retention assessment & evaluation compensation & benefits performance management learning & development succession planning The insight and analysis gained from targeted analytics also can help HR leaders provide counsel to other executives on which talent issues impact the bottom line. 3. Make the numbers talk. Many organizations have a collection of metrics or an HR dashboard. Simply publishing the dashboard for the executive team can result in missed opportunities to provide commentary and business insight. Instead of reporting the average age of employees, explain what this metric means to the organization. For instance, use those demographics to illustrate how the rate of retirements likely will accelerate. Use this data as a catalyst to engage leaders in discussions about what the impact on the organization will be if top leaders leave the organization before the next wave of leaders are ready for top positions. Leaders may explore the consequences of inadequate bench strength and be more receptive to proposals offering strategies to build that bench. 4. Avoid framing the dashboard as an HR report card. Many dashboards seem overly focused on justifying what HR is contributing to the organization. Instead, think of the dashboard as a vehicle to provide the organization with feedback on how well leaders are managing critical — often constrained — talent resources. That is a different paradigm, and if it’s too difficult to imagine, stop and consider the reports the accounting department produces. Few I AM Member since 1992 Virda Rhem, SPHR Director, Human Resources Texas Property & Casualty Insurance Guaranty Association “Membership in SHRM provides access to a broad array of products and services that are integral to both my contributions to my organization’s long-term success and to my continued professional development.” Leading People. Leading Organizations. 08-0155 www.shrm.org http://www.shrm.org http://www.shrm.org
For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.