• Start by looking at your current workforce metrics. Can you organize your measures so they support one another and work together to create a coherent story? Can you explain how things work now by looking at the trend lines? Can you explain how improvements in one area lead to improvements in other areas?
• Determine what you want to accomplish. Work with senior management to help them understand HR metrics. Get their input to be sure your metrics align across the company. You will need to put resources behind the task of calculating the metrics you intend to watch, such as quality of hire or “regrettable” termination rate, so be sure to explain what you will measure and how you will measure it. Help your management to understand and buy into the concept of metrics.
• Put a plan in place to improve your metrics over time. Be aware that setting goals is rarely a 100 percent proposition. More likely, your goals should be based on where you are now, and where you reasonably hope to be as a result of planned improvements. This implies goals for continuous improvement. By working with senior management at the front end, you will be more successful in engaging managers across the organization in reaching improvement goals.
• Communicate results in a way the people can understand. Skip the heavy quantitative charts and paint a clear, simple picture so your metrics have meaning and impact. Publish success stories in your company newsletter. Focus on programs and actions that are making a positive difference to the company's success. Show how things are changing for the better through the use of measurement.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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