HR key performance indicators can be both incredibly difficult or quite simple to generate, depending on the type of indicator you\u2019re looking for.\u00a0 The main problem with your KPI\u2019s is that you need to first make the switch between simple metrics to understanding what a performance indicator is.\u00a0 The reality is that a simple metric and a KPI may use the same calculation and generate the same number, but their use is different.\u00a0 A simple metric does not measure or diagnose your performance against a stated goal or strategy.<\/p>\n
While simple metrics can diagnose current problems, KPI\u2019s can and should be used as leading indicators for future issues.\u00a0 Through the use of analytics, you should be able to figure out what metrics are leading indicators for various problems your organization might experience in the future.\u00a0 For example, it should come as now surprise if turnover increases after a low participation in open enrollment after you make significant plan changes.\u00a0 These would have been leading and lagging indicators of your employee satisfaction and engagement scores.<\/p>\n
We all use headcount reports, but what does that really tell us about the organization other than the size of it?\u00a0 The simple headcount metric doesn\u2019t do us much good if it\u2019s not tied to a quantifiable goal.\u00a0 For example, you might want to run headcounts and compare them against the percentage of female executives in your organization because you have a mandate to improve the ratio female to male employees in senior positions.\u00a0 Or perhaps your stated goal is instead to reduce headcount while maintaining aggregate productivity.\u00a0 Now you\u2019re running headcounts against financial figures.\u00a0 Needless to say that one organization\u2019s KPI\u2019s are not going to match yours because the goals will be different.<\/p>\n
Turnover is another popular metric that every organization uses.\u00a0 As a simple metric, all it really does is tell you how many people are leaving the organization.\u00a0 As a KPI, you can put a twist on the metric and start to decipher who is leaving and why.\u00a0 For example, if you have a strong push to retain younger employees in North America.\u00a0 Turnover can now help you achieve these goals by precisely identifying how you\u2019re doing.\u00a0 Alternatively, if your goal is employee engagement, turnover can be seen as a lagging predictor of engagement.<\/p>\n
The point being that we all run metrics.\u00a0 Most core HRMS solutions come with the capability of running hundreds of reports.\u00a0 Most of these reports are seemingly meaningless, and they are.\u00a0 However, more and more HR solutions are coming prepackaged with analytics tools that allow some form of drill through to allow you greater flexibility of reporting.\u00a0 Where 10 years ago tying turnover to gender and getting a trend over time would have been a pipe dream, more and more vendors are packaging these reports through either cubes or table views.<\/p>\n","protected":false},"excerpt":{"rendered":"
HR key performance indicators can be both incredibly difficult or quite simple to generate, depending on the type of indicator you\u2019re looking for.\u00a0 The main problem with your KPI\u2019s is that you need to first make the switch between simple…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,8],"tags":[],"class_list":["post-729","post","type-post","status-publish","format-standard","hentry","category-data-metrics","category-strategies"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/729","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=729"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/729\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=729"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=729"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=729"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}