HR Management & Compliance

Make Your Presentation Relevant: Sample Metrics for the C-Suite Audience

In yesterday’s Advisor, we shared tips on presenting HR metrics to the C-suite from guest columnist and business consultant Bridget Miller. Today, Miller elaborates on specific metrics that may be of interest to your executive team.

What metrics should you present? The answer isn’t an easy one-size-fits-all, and every business will vary. To decide on proper metrics, the HR team will need to assess the needs of their organization and meet with their executive team in advance to be on the same page in terms of what is important to each team member.

That said, we can take a look at some common themes in HR metrics that the C-suite may be interested in. These general categories often serve as a starting point for discussions and planning at the executive level:

  • ROI for current projects, such as training programs, recruitment programs, or HRIS systems. Even if ROI is not yet clear, it’s still often important to present the financial status of HR initiatives and how these initiatives are reducing costs or increasing revenue.
  • Turnover trends over time. This might include both percentages and costs. As we noted earlier, this type of data can be broken down by type of employee, department, and more—it depends on what the company focus is and the size or severity of the issue.
  • Absenteeism rates and costs.
  • Gross revenue per employee and trends about that figure.
  • Cost to bring on a new hire, such as recruiting, hiring, and training (including data trends).
  • Time to productivity of new hires.
  • Employee engagement.
  • Safety metrics, such as number of accidents and related trends.
  • Compensation and benefit figures compared to the industry and compared to revenue.
  • Any other metrics that closely align with the organizational goals, mission, and vision.

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By participating in this interactive webcast, you’ll learn about:

  • The case for and against splitting HR
  • External factors driving the demand for HR to play a more strategic role in the business
  • How HR can re-skill and overcome the barriers to adopting a data-driven culture
  • The future of HR as a strategic advisor
  • HR success stories, including examples of strategic HR
  • And much more!

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This program has been approved for 1 recertification credit hour toward recertification through the Human Resource Certification Institute (HRCI).

Join us on Wednesday, April 22, 2015, for the free, in-depth The Case Against Splitting HR: How to Become a True Strategic Advisor webcast.

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