What HR Metrics are YOU Tracking?
What are you measuring?
HR Metrics that include employee engagement, job performance, and attrition are often discussed at industry conferences and in published content, but what about these:
- Number of complaints / issues filed by employees
- Types of complaints / issues filed by employees
- Which departments or supervisors and managers have the most complaints / issues
- Resources, time and dollars, spent on these complaints / issues
- Time to resolution of complaints / issues
- Most common employee questions / requests / complaints / issues
Are you tracking what you need to be tracking?
Maybe your organization lacks bandwidth or the right software to help with tracking or centralized storage of employee data. Maybe you don’t know what you should be reporting on. Maybe there are some complaints / issues taking more time than others these days because of #MeToo.
We’ll be interested to see (and you should, too) the results of the Sierra-Cedar HR Systems Survey, which launches on April 10. Will certain metrics be more important or popular than others? What opportunities for improved employee relations are HR departments missing out on because of money, bandwidth, or even knowledge? Are you sure you are capturing the data you need in order to make educated choices toward improvement?
Document, Document, Document
The first step to accurate reporting of any HR Metric is to document every employee interaction with HR and then have that information stored in a centralized location, capable of aggregating the data and producing reports.
Having accurately documented data available for review allows employers the ability to identify employee grievance patterns quickly, understand where money, time, and resources are being spent, which departments have the highest turnover and why, as well as which questions and issues are most often asked by employees.
HR Case Management can:
- Prevent employee complaints / issues /concerns from worsening or from even happening
- Improve the consistency and accuracy of HR Management and Employee Relations
- Determine where to review and improve policies, regulations, mentoring, as well as training and education for succession planning
Talent Management Software and HRIS can provide employers with the necessary data to track the right metrics, employee relations data may not be not fully captured, and insights are lost that may remain buried in files, on lost sticky notes, or in non-integrated software and systems.
A complete audit trail and concise reporting provided by an HR Case Management solution allows employers to see fully what their workforce is experiencing, where there are issues, and also provides details to create a path to prevent future issues and quickly address employee concerns.
Dovetail is a SaaS solution that manages, tracks, and reports on employee interactions with HR.