by Michael Krupa on May 5, 2012
As you might have noticed I took a little hiatus from my blog. It was only (ahem) a couple of weeks right? Well, worry no longer. I didn’t fall into a black hole or get kidnapped by mafia drug lords. It’s been a busy winter for me. I changed jobs, consolidated 2 households and added a gorgeous 8.5 year old Tiger Brindle Greyhound to keep my other Greyhound company. So what’s next you say?
I’m pleased to let you know that I will be speaking at the Aquire Software Wisdom 2012 Conference in Dallas.
Aquire makes some fab software including the industry leading OrgPublisher, new offerings in Compensation and my favorite, the InSight Workforce Analytics Software.
This year Aquire has a separate Workforce Analytics track and I am pleased to be speaking on the down and dirty world of finding and cleansing data needed for Workforce Analytics. I know you are dying to know the details of my session so here is the title and description:
Session Title: All the Data You Need vs. The Obstacles to Grab it
Part presentation, part interactive activity! This session discusses data needed to do workforce analytics and the obstacles to tracking it down, making sure it is clean, and tips you need to make these processes work. There are key tricks to understand that can drastically speed up the process of working with your data, and relieve the stress of doing so.
So, umm…wish me luck!
by Michael Krupa on July 11, 2010
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.
