I have read a number of articles and blog posts recently that implore HR leaders to forgo traditional HR Metrics reporting and jump right into providing HR metrics data that tie directly into the metrics and dashboards of the business itself and not just HR. This is a great recommendation for companies who have already mastered HR metrics reporting but what about HR departments just starting out with metrics reporting? These companies need to get their reporting feet wet before jumping into the water. For example, if you decided to implement a new HCM system you would not t implement Core HR, Benefits Admin, Payroll, Recruiting, Salary Planning, Bonus, Performance Management, Succession Planning and Learning Management all at the same time. Right? So when it comes to implementing HR Metrics and HR Business Intelligence applications don’t go the kitchen sink route as well.
Where do I start…
I recommend starting with basic HR metrics reports. Does your current Core HR system have any built-in metrics reports or dashboards? If so, start with that and gain experience and confidence in your Metrics reporting.
Beyond basic metrics reporting….
My guess is that you probably have separate systems for Core HR, Talent Management and Learning Management. So once you master creating your core HR metrics reports, I suggest looking for an HR Business Intelligence tool that will allow you to integrate all your disparate HR systems. As you start combining and reporting on data from all your different systems you move from HR Metrics reporting to Business Intelligence reporting. Again don’t try to do it all at the same time. Start by extracting and loading data into your Business Intelligence tool from your core HR system. Build your reports and dashboards and roll them out to your senior leaders. Then start loading data from another one of your HR systems depending on your biggest reporting needs. If you get a lot of requests for recruiting metrics and not training metrics then load recruiting data into your BI application next.
Stay tuned for future blog posts on HR Business Intelligence reports and dashboards.
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