1 / 28

Dashboards/Scorecards: Keystone to Strategic HR

Dashboards/Scorecards: Keystone to Strategic HR. Meet today’s speaker. Vice President and HR Industry E xpert , Ceridian HCM jayson.saba@ceridian.com @jaysonsaba. Human capital management (HCM) analyst for Ceridian

gil
Download Presentation

Dashboards/Scorecards: Keystone to Strategic HR

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Dashboards/Scorecards: Keystone to Strategic HR

  2. Meet today’s speaker Vice President and HR Industry Expert, Ceridian HCM jayson.saba@ceridian.com @jaysonsaba Human capital management (HCM) analyst for Ceridian Previously, led HCM research at Aberdeen Group, and launched employee benefit self-service tools and retirement management solutions at Fidelity Expert on various HR functions, including workforce management, benefits administration and recruitment Contributor to key industry publications such as The Economist, Workforce Management, HR Executive, Talent Management, HRO Today, and PayTech magazines MBA from the McCallum Graduate School at Bentley University

  3. Definition A Scorecard is a measurement tool of how well an entity is doing. It comprises several KPIs/metrics and it often includes more than one area. A Scorecard (as we will see in today’s example) will have some targets. A Dashboard is a monitoring tool that shows how a company is performing relative to a KPI/metric at any given time. SHRM Foundation “Transforming HR Through Technology” (Johnson, Gueutal): An HR dashboard provides high level, real-time data related to the most critical measures of HR success. This is done in a visual fashion, similar to the dashboard on a car. Dashboards allow managers to examine information in greater levels of specificity, which can help to quickly identify and focus on potential problem areas. By linking the data on the dashboard to the key organizational metrics, managers can more effectively see the ties between HR outcomes and corporate goals. However, in every HR organization from the CHRO level down, the terms have been used interchangeably. And for today’s purposes we will do the same.

  4. What’s expected of you 60% of a company’s dollars on average are people expenses Growth Efficiency

  5. HR’s strategic value had been slumping 71% of companies state that the most critical skill for HR is the ability to link HCM efforts to business goals. ~ Aberdeen Group, January 2013

  6. Things are Looking Up More than HALF (55%) of us believe that HR has gotten more Strategic since 2012 ~ Aberdeen Group, January 2013

  7. The challenges HR faces Burden of everyday administration

  8. The challenges HR faces Lack of buy-in from executives Burden of everyday administration

  9. The challenges HR faces Lack of buy-in from executives Burden of everyday administration Lack of follow through from managers

  10. Top HCM investment priorities Source: Aberdeen Group, January2013

  11. Top HCM investment priorities • BUT, more often than not, we have to: • Prioritize these initiatives • Fight to build the business case • Show the value it brings to the company • Get employees and managers to embrace them Source: Aberdeen Group, January2013

  12. Data Drives Objectivity

  13. “Our main business is not to see what lies dimly at a distance but to do what lies clearly at hand.” – Thomas Carlyle, Scottish author, essayist & historian (1795 – 1881)

  14. Impact of workforce scorecards or dashboards Organizations using scorecards are 2X as likely to indicate that HCM strategy is fully aligned with the business strategy

  15. Let’s Get to Work By keeping it SIMPLE!

  16. Case study 1: Childhood education company Provider of Head Start/Early Head Start and other comprehensive early child programs Serves almost 4,000 young children and families around the country every day. Challenges • Extreme growth: 10x in 4 years • Manual workflows not scalable • Disparate processes

  17. Five Part Scorecard Talent Acquisition Talent Development Performance Management Culture HR Service Delivery

  18. 1. Talent Acquisition

  19. 2. Talent Development

  20. 3. Performance Management

  21. 4. Culture

  22. 5. HR Service Delivery

  23. Case study 2: SC-based Bank Regional Bank with 700 employees Serves customers in 15-20 retail locations Divided into 6 regions (“Markets”), each with a HR Business Partner Challenges • No way for HR to prove its value • Didn’t have a single source of truth • No fancy tools to do analytics

  24. Second Exercise Excel YAY!! 

  25. Takeaways / Action Items Single source of TRUTH Start small and drill down later Even if we don’t have the numbers, we can leave blank Work with business leadership, the higher the better It doesn’t matter how / what we measure as long as: • Business is bought it • We measure it consistently Measure monthly, report quarterly Tie it to a business metric (revenue per employee)

  26. Let’s start now!

  27. jayson.saba@ceridian.com Questions? Find me on LinkedIn Follow us: @Ceridian_us @jaysonsaba www.facebook.com/CeridianCorp

  28. www.ceridian.com

More Related