The VP of HR at a financial services company recently asked me if I had any suggestions on People Management or People Development KPIs they can set for managers. In addition to the common HR metrics and measures, I pointed him to theses Business Foundation performance markers:
At the Strategic level:
- New Hire Quality
- Skills Inventory
- Base & Incentive Comp
- Succession
- Employee Sat
At the Operational Level
- Salary Benchmarks
- Cost per Head/Cost per Hire
- Rewards & recognition
- Diversity
At the Tactical Level
- # Training hrs vs. plan
- Overtime as a % of salary
- Productivity (however measured, incl. Revenue per FTE)
- Resource allocation (bench time for example)
For each of your KPIs, don't forget to set goals around them (with measurable targets), model them (what's the impact on the P&L and cashflow when you invest or don't invest), plan for them (put the KPIs into the workforce plan), monitor them, analyze them with related KPIs (eg: amount of incremental cross-sell/up-sell revenue compared to # of training hours or skills index), and report on them.
Here's a quick story on the importance of HR measure.
Here are some links to books about this subject (the link will take you to amazon.com):
How to Measure Human Resource Management (3rd Edition)
HR Metrics The World Class Way
The HR Scorecard: Linking People, Strategy, and Performance
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