From Jac in a recent column: For years managers believed their experience was better than that of a bunch of number crunchers. Today, most managers accept that their estimations are seldom as accurate as a statistical analysis.
Analysis does not start with numbers. It starts with thinking and asking questions. It starts at the strategic level looking for the macro forces that affect the way you manage talent today, and more importantly, how you will manage it tomorrow. It is about constructing and understanding the context within which you now operate and will operate for the near future. It breaks the complex topic into small sections to get the better understanding of the concept.
Case in point, a prospective client wanted to evaluate the ROI of HR services in an organization. As we talked, it was clear the company had not spent much, if any, time consciously aiming its services specifically at the corporate KPIs. Most say they do, but few companies can show direct connections.
Given that gap, what difference would it make which numbers we come up with? I had to take executives back to the beginning and ask questions such as:
What are the major initiatives of your company now and into the near future?
What outside forces impact your company?
What is happening inside your company that is helping or hindering accomplishment of objectives?
Once we got clear on those types of strategic issues, the rest of the analysis went quickly.
Jac hits the solution square on when he discusses the trick to being strategic is to forget you work in HR and to believe you are a top executive of the company. The key of being strategic is to understand the firm's vision, mission, values and strategies. As the top executive of the company you should be ready to develop strategic plans it in a way that is easily translatable into action plans.
Step number two is to embed HCM metrics with work metrics with KPI Dashboards so that every employee has their own personalized KPI dashboard that connects their daily activities to team performance and corporate objectives.
For organizations with hundreds of sales representatives, the responsibilities can be organized hierarchically, and view permissions by user can also organized accordingly with this dashboards. KPI dashboards provide business users with an easy to use, easy to visualize means of displaying and measuring key company data. This key company data is known as a Key Performance Indicator. The KPI dashboard is typically designed for measuring performance of an organization. The KPIs behind the KPI dashboards are known as performance metrics and are core business measurements designed to measure operational performance. Look back at the images above.
KPI Dashboards are powerful tools for ensuring the front-lines know how to take action based on metrics and information. They are designed for both the executive who is managing all the staff as well as the sales manager keeping track of just his own sales record.
KPI Dashboards Link HCM Metrics to get the right information to the right users at the right time to optimize decisions, enhance efficiency, and accelerate results in an organization.
Do you want your employees to manage from reports or from KPI Dashboards? Learn more at http://www.bullseyeevaluation.com/.
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BullseyeEvaluation is a performance management solutions company. For further details visit Key Performance Indicators
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