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"post_content": "Looking for any insights on an HR Scorecard metrics and build...what types of metrics do you measure, how information is captured, and tips on visualization of the data report out. Thanks in advance!",
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I would recommend that whatever metrics you plan to capture, pls align it with the business priorities for e.g: most of us in HR think no. of people hired in a certain time is a good metric; however, business stakeholder would think that the talent hired is integrated successfully and contributing to firm’s growth and is with the firm for ~3-yrs. Capturing data is the easiest part once you have alignment since you can design the process/ system to capture it accordingly. Hope this helps
Depends on the function, but we measure in recruitment: -number of hires for that month -number of interviews - number of people applied through the ATS -number of new vacancies -number of failed interviews/no shows/cancelled orientation classes -number of people who were scheduled for orientation and those who were successful
We use a simple Excel spreadsheet (agency) If your company is more higher end with ATS, you can easily pull the information from there and place on a spreadsheet. I also forgot to mention our job add metrics, you can capture what types of mediums you utilized (indeed, kijjiji, etc) and any thing you've changed in the month
We currently look at favorable unemployment claims, protested claims verses not protested. Turnover, corrective actions, survey participation and results. Field grades.