1. Establishing the company's strategic goal
Establishing a strategic goal is nothing more than determining the direction in which our company is heading, its aspirations and development plans for the coming years. Defining this will be made easier by choosing priority indicators (at first from the group of basic indicators we have learned) needed to collect data that is interesting or necessary for us.
It is important to consider what actions HR can take to support the achievement of the company's goals, and then choose from among those actions those on which we will focus in the near future. Once we have identified the company's goals and the tasks for the HR department, we can develop an action plan and determine the expected effects of these actions.
2. Talking to your audience
An important step in defining the HR indicators that we will address first is also consulting people who may be interested in the results of our analyses.
First, let's consider who will benefit from information on headcount list of georgia cell phone numbers absenteeism, turnover and remuneration, and then let's start talking to them. We will achieve the best results when these are two-way conversations: on the one hand, the HR department determines what may be important for employees in specific positions, and on the other hand, employees signal their needs, to which the HR department then adjusts the appropriate indicators.
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3. Creation of a project group
Next, you should create a team responsible for HR metrics. In addition to HR employees, it should also include specialists from other departments who can improve the work on HR metrics by sharing their observations on the effectiveness of the processes. One of the team members should take on the role of project manager and coordinate the entire process.
4. Test phase
Once we have tried working with HR analysis, it is worth waiting before showing our results to the whole world. Especially at the beginning of our adventure, but also in the future, when we will introduce more advanced indicators, it is good to check for possible errors and shortcomings.
Then it is worth choosing a test group – recipients to whom the analysis of a specific indicator is dedicated. Let them familiarize themselves with the data, make sure that they understand it and know how to use it, and be open to feedback on the readability and usefulness of the data. Maybe something will need to be added or corrected.
Now you know the basic HR indicators and how to implement them. All that's left is to act, and through your actions contribute to the better, more efficient and more thoughtful functioning of your company!
HR departments already have a lot of valuable data, so don't hesitate to use it to implement changes and shape meaningful HR analytics processes!
