HR Metrics & Reporting

Developing and presenting data designed to monitor performance and drive decision-making related to the operation of various HR and Talent processes, practices, policies, and programs.

Documents included in this package


Level 1 - Core

Understanding Strategic Business Needs and Translating Those to HR Metrics.

The alignment of metrics to key organizational strategies and tactics is essential for the creation and development of quality metrics that are relevant to the business's needs. ... more »

Defining Calculation Methods, Data, and Sources to be Used When Creating HR Metrics.

Identifying the specific location of data in databases and documenting the calculation methods that will be used, ensures reliability and consistency across time and reports. Both ... more »

Identifying the Timing and Type of Analysis to be Used for each HR Metric.

The timeframe covered and the level of analysis for each metric will be calculated for display. This is an important consideration driven by two factors: timeliness of ... more »

Establishing Relationships with Partner Functions to Support the Development of Analysis and Presentation Techniques.

While many large HR functions have a metrics and reporting team, it is far less common with small-to-midsize companies. A cost-effective way to develop the reports that are needed ... more »

The Strategic Business Need Conversion Tool: Translate Business Strategies into HR Metrics that Represent Actual Performance.

Translate Business Strategies into HR Metrics that Represent Actual Performance. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »

The Data Dictionary Tool: Define Metric Names and their Attributes to Maintain Consistency of the Data's Format, Size, and Style.

Define Metric Names and their Attributes to Maintain Consistency of the Data's Format, Size, and Style. Ready-to-Use Tool [Download Template & Excel File]... more »

The Metrics Calculation Guide Tool: Lay Out Metrics and How they are Calculated to Build Consistency of Data's Inputs and Outputs.

Lay Out Metrics and How they are Calculated to Build Consistency of Data's Inputs and Outputs. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »


Level 2 - Advanced

Identifying Critical Audiences and Tailoring Metrics and Reporting to their Unique Needs.

Critical audiences typically include management from different levels and functions. Interviewing them to receive guidance on their key questions is invaluable to tailoring metrics and reporting. ... more »

Leveraging Multiple HR Systems and Sources When Producing Integrated Metrics.

As manager requests grow in sophistication, an appetite for more complex data will rise.  This will most typically include data from numerous HR processes and systems, ... more »

Developing Appropriate Presentation Methods to Best Display Data for Decision Making.

How the data is presented is a key consideration. The primary goals of an Advanced Metrics and Reporting capability include: ... more »

Benchmarking to Compare with External (Professional, Industry, Regional) Standards.

Context is provided by comparing data from one company to that of similar companies. Questions and comments like "How much better or worse are we doing than our competitors?", and ... more »

The Focus Group Summary Tool: Capture and Aggregate the Output of Multiple Focus Groups' Data into a Single Document.

Capture and Aggregate the Output of Multiple Focus Groups' Data into a Single Document. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »


Level 3 - Emerging

Establishing Consistent and On-demand KPIs for Tracking and Use Across the Enterprise.

Central to this level is the development of "master" reports with filtering and sorting capabilities so all audiences in a certain group see the same analyses determined to be "Key ... more »

Measuring Talent Outcomes vs. Processes to Increase Business Insights and Impact.

In emerging practices, the focus shifts from process efficiency (learners per course, cost per hire) and effectiveness (% leaders completing leadership training program, time to ... more »

Deploying Advanced Statistical Methods to Better Assess and Predict Trends in HR Processes, Policies, and Programs.

Deploying advanced methods involves moving from descriptive or basic mathematical metrics (sums, averages, percentages, medians, etc.) to more sophisticated techniques ... more »

Developing a Company-wide Culture of Data-based HR Decision Making.

Producing reports is only the beginning. Many large and successful companies still struggle to make use of reports during decision-making a part of the widespread fabric of ... more »

Creating a Dedicated, Cross-functional Analytics Team to "Own", Manage and Evolve HR Analytics Capabilities.

Building robust, reliable, and best-in-class HR Metrics & Reporting capabilities requires the right talent with the right skills.  Finding an HR staff member(s) with all ... more »

The Process to Outcomes Translation Tool: Convert HR Strategies and Processes into Representative Metrics.

Convert HR Strategies and Processes into Representative Metrics. Ready-to-Use Tool + Summary [Download Template & Excel File]... more »


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