TM - November 2007 - (Page 31)

development programs and attrition rates for production personnel. Build a Cross-Functional Team If executive sponsors are to support decision making through smart delivery of wellthought-out metrics and analysis, it largely will be due to input from all organizational functions affected by workforce intelligence. This means building cross-functional steering committees and a project team, ideally with the following representation: • All leads of HR functions • IT personnel with business analytic and systems experience • Representatives from finance involved in delivering executive-level reports • Representatives from target user groups Cross-functional representation drives success in all phases of a workforce intelligence rollout — from standardizing the way metrics are calculated to driving adoption when the solution is deployed. Partner with Key Stakeholders to Determine What to Measure GET MORE FOR YOUR TRAINING DOLLAR WITH AMA BLENDED LEARNING SEMINARS. THE SMARTER WAY TO LEARN. Determine workforce intelligence data and metrics that matter to the business. These generally fall into three categories: 1. Transactional Metrics: These measures quantify the activity in various HR functions. Examples include head count, number of hours trained, number of performance reviews submitted, payroll and active head count. In isolation, none of these figures is very strategic, but many of them act as building blocks to calculate HR operational metrics and workforce effectiveness metrics. 2. HR Operational Metrics: These are meant to monitor HR’s performance in terms of process outcomes and employee satisfaction. Examples include time to hire, retention of high performers and satisfaction with training programs. 3. Workforce Effectiveness Metrics: These tie transactional and HR operational information and metrics to other business performance indicators outside HR. They yield the intelligence to support strategic decision making. Examples include total cost of turnover, effect of assigning key accounts to high performers on sales, impact of a Six Sigma certification program on operational efficiency and the identification of managers adept at developing people. A common pitfall for HR departments is to spend all their time focusing on their own operations without considering workforce AMA Blended Learning integrates AMA’s expert live seminars with a complement of effective web-based tools and learning materials before and after the seminar. Delivering targeted content at key stages of the learning process, Blended Learning gives the learner ways to assess, focus, measure and apply the knowledge they gain—the result is greater subject mastery with measurable performance and the metrics to back it up. Prior to the live seminar, participants use our online tools to assess their subject knowledge and create an individualized plan to align and focus their learning. After the seminar, they use our online tools to measure their new learning and if needed, continue learning with our web-based tune-up courses. Templates, tools and best practices guidelines allow participants to apply the concepts they’ve learned, providing lasting beneﬁts to your organization. For more information on AMA’s Blended Learning seminars and to learn how AN AMA all of our 170+ public seminars can BLENDED LEARNING SEMINAR also be delivered as a customized on-site solution with Blended Learning incorporated, visit amanet.org/blended or call us at 1-800-262-9699. www.amanet.org http://amanet.org/blended http://www.amanet.org http://www.amanet.org

Table of Contents Feed for the Digital Edition of TM - November 2007

Talent Management - November 2007 Editor's Letter Contents Letters to the Editor Human Performance Leading Edge Learning Connections Viewpoint Finding Candidates with the Right Fit Turning HR Data Into Business Intelligence Compensation Technology: Drive Higher Performance, Gain Competitive Advantage The Art and Science of Influence Training the Ethical Workforce Making the Best Managers Application: Pre-Hire Testing Drives Down Employee Turnover at Advnace Auto Parts Dashboard: The Role of Learning Business Process Outsourcing Insight: Nationwide Insurance: On Employees' Side Advertiser's Index Editorial Resources Full Potential

TM - November 2007

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