In yesterday’s Advisor, Jayson Saba offered tips for dashboards and scorecards for HR, including the first of his recommended templates. Today, we present the rest of the templates.
Saba, vice president of Market Strategy, Ceridian HCM, delivered his suggestions at the Society for Human Resource Management’s (SHRM) Talent Management Conference, held recently in San Diego.
[Go here for template #1.]
2. Talent Development
3. Performance Management Objectives
4. Culture Objectives
5. HR Service Delivery
- Be sure that there is a single source of TRUTH.
- Start small and drill down later.
- Even if we don’t have the numbers, we can leave blanks at first.
- Work with business leadership; the higher the better.
- It doesn’t matter how/what we measure as long as:
- The operational leaders of the business have bought into it, and
- We measure it consistently.
- Measure your data monthly, and report quarterly.
- Tie your reporting to a business metric (e.g., revenue per employee).
Scorecards and dashboards are a great way to manage your talent—but are you using all of the available strategies to reach out to potential candidates, both active and passive?
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- The importance of carefully strategizing the online presence of your company’s employment brand
- The ins and outs of attracting both active and passive candidates via social media
- The best times of day to post to popular social networks in order to maximize exposure
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