HR Game Changers Measure, Manage and Market! Learning Objectives. Who Am I? 3/16/2017. Metro Milwaukee SHRM

Size: px

Start display at page:

Download "HR Game Changers Measure, Manage and Market! Learning Objectives. Who Am I? 3/16/2017. Metro Milwaukee SHRM"

Toby Carpenter
5 years ago
Views:

Metro Milwaukee SHRM HR Game Changers Measure, Manage and Market!

2017 MRA 1 Learning Objectives Identify key metrics to connect HR performance to business results

top executives to enhance credibility All Rights Reserved. 2017 MRA 2 Who Am I?

1 Metro Milwaukee SHRM HR Game Changers Measure, Manage and Market! Conducted by: Lynell Meeth, MSHR, SPHR, SHRM-SCP HR Business Advisor All Rights Reserved MRA 1 Learning Objectives Identify key metrics to connect HR performance to business results Explore HR s role in driving organizational strategies Communicate the value of HR initiatives to top executives to enhance credibility All Rights Reserved MRA 2 Who Am I? I m the largest hotel company and I don t own any hotel rooms. I m the largest taxi company and I don t own any taxis. All Rights Reserved MRA 3 1

3 The Saying Goes. What You Measure You Can Manage What You Manage You Can Leverage All Rights Reserved MRA 7 Without data, you re just another person with an opinion. -W. Edwards Deming All Rights Reserved MRA 8 What to Measure All Rights Reserved MRA 9 3

Factors That Impact Business All Rights Reserved. 2017 MRA 10 Be a Student of Your Business What are the company s priorities? What are priorities of the senior leaders? What are HR s top priorities?

4 Factors That Impact Business All Rights Reserved MRA 10 Be a Student of Your Business What are the company s priorities? What are priorities of the senior leaders? What are HR s top priorities? What must the company do to be considered successful? All Rights Reserved MRA 11 Be a Student of Your Business What are the company s products or services? Who are the company s top 1 or 2 customers? What are 1 or 2 top business issues or concerns facing the company in the next year? What are the company s vision, mission, and values statements? All Rights Reserved MRA 12 4

Aligning HR Goals to Business Goals What are your organization's objectives or business goals? What key things does your workforce need to do really well to achieve those goals?

5 Aligning HR Goals to Business Goals What are your organization's objectives or business goals? What key things does your workforce need to do really well to achieve those goals? What is the HR plan to address these key things? All Rights Reserved MRA 13 Assessing Current State What are you currently measuring in your organization? Who receives this information? What is changing as a result of this information? What would you like to be measuring (but currently are not)? Why? All Rights Reserved MRA 14 What s the Bottom Line? Solve business problems with HR solutions! All Rights Reserved MRA 15 5

Engagement The extent to which employees are mentally and emotionally invested in the type of work and/or an organization. The extent to which they are committed. All Rights Reserved.

6 Engagement The extent to which employees are mentally and emotionally invested in the type of work and/or an organization. The extent to which they are committed. All Rights Reserved MRA 16 Key Engagement Drivers Pay/Benefits Culture of Inclusion The Job Itself Belief/Trust in Senior Leadership Supportive Direct Manager Strong Communication Organizational Policies Sense of Belonging All Rights Reserved MRA 17 Engagement Indicators Quality of Work Customer Satisfaction Productivity Turnover Absenteeism All Rights Reserved MRA 18 6

2017 MRA 20 The first and simplest emotion which we discover

7 2017 Turnover Study All Rights Reserved MRA 19 Drawing Insights From Data All Rights Reserved MRA 20 The first and simplest emotion which we discover in the human mind is curiosity. -Edmund Burke All Rights Reserved MRA 21 7

open-mindedly and considers creative ways to solve problems Comes to well-thought-out conclusions and solutions Develops persuasive arguments and

8 Be a Detective Ask Questions! WHO WHAT WHEN WHY WHERE HOW All Rights Reserved MRA 22 Critical Thinking Considers multiple perspectives when gathering and assessing information Articulates thoughtful questions Thinks open-mindedly and considers creative ways to solve problems Comes to well-thought-out conclusions and solutions Develops persuasive arguments and responds effectively to counterarguments Communicates effectively with others in figuring out solutions to complex problems All Rights Reserved MRA 23 The Power of Storytelling All Rights Reserved MRA 24 8

had the highest correlation to high performance on the job after

9 What Story is Better? Kicked off 6 training sessions during % of employees attended We kicked off multiple training classes last year and identified that participants attending the Excel to Lead program had the highest correlation to high performance on the job after the training. All Rights Reserved MRA 25 Data Visualization All Rights Reserved MRA 26 All Rights Reserved MRA 27 9

To raise new questions, new possibilities, to regard old problems from a new angle, requires creative imagination and marks real advances. -Albert Einstein All Rights Reserved.

10 To raise new questions, new possibilities, to regard old problems from a new angle, requires creative imagination and marks real advances. -Albert Einstein All Rights Reserved MRA 28 HR Value Proposition How can HR help? Add value? Contribute to overall success? Innovate? All Rights Reserved MRA 29 Key Outcomes of an HR Business Partner Getting at the why Sharing valuable insights Giving clear recommendations Speaking the truth Using meaningful data Telling the why Advising on a plan to move forward Getting buy-in from senior leaders Making decisions aligned with the business Considering what is best for the organization and its people All Rights Reserved MRA 30 10

Analytics is a Journey All Rights Reserved. 2017 MRA 31 Key Takeaways Every business goal or problem has a people implication.

11 Analytics is a Journey All Rights Reserved MRA 31 Key Takeaways Every business goal or problem has a people implication. Based on the goals of your organization, define how those goals will be delivered through people. Before HR professionals focus on calculating metrics and other data, they must first determine how their activities link to the business strategies. All Rights Reserved MRA 32 Key Takeaways Data gives you the what, but HR should know the why. The best business decisions come from insights informed by data. The role of the HRBP is to ask good questions, use data, tell the story and make recommendations that will improve the business. All Rights Reserved MRA 33 11

12 Align Everything You Do to Company Strategy Know the strategic plan and overall goals for the company Work towards the same goals as Senior Leaders Focus on metrics that are critical to Senior Leaders Share data with Senior Leaders by telling the story All Rights Reserved MRA 34 The Dynamic Nature of Business: The Future The future predicts that as the business world evolves to become more complex and global, HR will not be about just HR anymore. Instead, HR will need skills in: Marketing/brand management Technology Analytics Community activism All Rights Reserved MRA 35 Action Plan Start Stop Continue What s the first thing you want to do when you get back? All Rights Reserved MRA 36 12