Good leaders intuitively know that employees generate value, but intuition is no longer enough. Both internal and external stakeholders are now demanding greater evidence that people are being well-managed, through reliable data that demonstrates the impact on bottom-line performance.
Reporting and analytics use data warehouses and business intelligence tools to convert data into insight, helping HR manage its operations more effectively and giving business leaders the information they need to make better-informed decisions. Yet, the majority of HR Directors still lack the data needed to help organisations measure the contribution of people and develop strategies for improvement.
Our Solutions
NorthgateArinso can support your transition to HR metrics either as part of an HR transformation programme or as a stand alone initiative:
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Business Consultancy Approach
We have developed a structured approach to the implementation of HR Metrics that enables organisations to identify the key performance indicators that make a difference to their business. Through our ‘road-mapping’ techniques, which include workshops and manager consultation programmes, we can help to identify quick wins and create a long-term HR Metrics strategy. These business needs can then be converted into a technology specification.
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Business Case Development
Where investment is needed, for example, the use of technology tools, we can work with you to develop a business case that will demonstrate the return on investment
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Technology Tools
NorthgateArinso has developed an HR metrics portal, Enterprise Insight, to enable organisations to easily provide measurements to HR analysts, managers and other professionals. We also have a simplified an HR Dashboard tool to help in the development and testing of the HR metrics concept.
A Staged Approach to HR Metrics
NorthgateArinso believes that strategic data is a critical aspect of HR and HR transformation. The key to HR Metrics is to ensure that the right things are measured and that they are relevant to your business. For this reason, we believe that organisations should develop their use of metrics slowly - start by understanding the basic operational data held in your HR system, then build on this to include more complex information such as ratios and human capital data. Eventually, you will be in a position to create sophisticated workforce scorecards that drive your business.
Our approach is to work with clients to identify the most appropriate metrics to use, to define the appropriate source for data, to identify the right technology for delivering the metrics and to translate business needs into a technical specification. At the same time, we can help line managers to make sense of metrics and ensure they are supportive of their use.
