HR Metrics

Dashboard Reporting
 Our Situation

• A wide variety of data sources and formats

• Mainly just list-style reporting
• Inability to report on multiple levels or to slice
the data into different views.
• Inconsistent tracking and data management
• Reporting of any data was largely reactive

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What We Needed

• A common and consistent reporting tool

that could draw from existing data sources
• More dynamic, up to date reporting
• Ability to report on multiple levels and with
multiple views (slice and dice)
• Ability to report proactively and to do
trending

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What We Did

• Established a planning function within HR as

part of a new service delivery model
• Hired a planner with a data oriented skill-set
• Extracted all data to common reporting tool
(Excelsius)
• Shifted to a dashboard concept

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 The Consultant Team
• No one person or function in HR can deliver
this new model alone
Generalist Specialist
The “Now What” The “So What”
Builds relationships Subject expertise
Knows the client’s business Source of raw data

Client

Planner
The “What”
Analyzes source data
Coordinates Corp HR Projects

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 The three legged stool
Our Client

Planner
Generalist Specialist

These three They draw on the

functions are equal strength of each
They depend on They each bring other to enhance
each other to something to the their own role
survive client table

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How does our new metrics model
work?
• Built on a core set of ‘executive’ metrics
• Executive metrics can be mined by
organization and by demographic
• Each metric has a detailed view with data
and graphics
• Data is refreshed regularly
• Many variables can be viewed with just a
few clicks

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Dashboard Tour

• A few sample views of the reporting tool

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So What Does This Mean?

• HR staff now have fast access to

consistent data through a desktop icon
• Specialists can mine data and see trends
in their areas of expertise
• Generalists can look up program specific
metrics for their clients
• Corporate reporting (HRBN, OMBI) now
takes minimal effort

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Next Steps

• Check data integrity in 2011

• Move to the “So What” phase
• HR Generalists/Specialists start using
data for their programs and stakeholders
• Move to proactive instead of reactive
reporting
• Generate an annual Senior Management
Report

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