How it works

In emerging practices, the focus shifts from process efficiency (learners per course, cost per hire) and effectiveness (% leaders completing leadership training program, time to fill) to the business reasons these processes exist - to secure, manage, motivate and improve workforce capabilities. Measuring outcomes requires the use of more of the available data to create talent outcome metrics.  

looks_oneGenerate input from functional managers

Conducting interviews with functional leaders and managers (or recording questions and comments in staff meetings and conversations.) is useful to determine the issues they are most concerned with. Some of these include: "Which top performers are at risk of leaving the company?", "What is the relationship between annual increases and top performer retention?", or "What college majors or previous company experiences influence who becomes a successful executive here?" These types of questions become provisions for more advanced HR metrics that are more closely aligned with business needs.