Some metrics are easier to calculate than others. Unfortunately, this one won’t be just tallying up some headcounts. Salary range
Understanding the employee lifecycle is key to the success of HR and its being a strategic business partner. There are different kinds of HR metrics for every phase to assist in that process.
Single sign-on (SSO) is a useful tool that improves data security and minimizes the risk of a data breach within the organization.
HR metrics are key for managing your workforce effectively, especially for your organization’s leaders. People don’t leave companies, they leave managers.
Being a strategic business partner means watching trends. The declining birth rate is a trend that can have big impact on your strategic workforce planning. Learn more here.
Time-to-productivity is a good HR metric for understanding how your new hires are performing in the workplace. It can be an indicator of how effective key programs such as retainment really are.
Both data mining and data farming can be beneficial tools, but with caution. Both can raise serious data privacy and ethical concerns.
Tracking and managing employee concerns for investigations is still a very manual process. Finding the right HRM system to help can make a difference. Employee Cycle’s dashboard helps to optimize that process.
Data aggregation is an essential tool for any HR analyst looking to create metrics and analytics to find the story in their workforce data. Data aggregation helps with visualization which tells the big story.
The demands on HR are shifting from service-focused to a strategic business partner. Knowing your HR analytics maturity will help HR become high-impact within the organization.
Long employee tenures are no longer the norm within today’s offices. We don’t expect employees to stay with organizations for