Often overlooked in the quest to disseminate workforce data among end-user audiences (line managers, senior executives, HR staff, etc.), is the extent to which business leaders are able to use data in measuring and managing their OWN human capital—direct reports, project teams, etc. Two obvious challenges come to mind:
1) Business leaders lack the data they need to assess the performance of their staff
2) Even with the right data, leaders may be unsure of which drivers (financial, emotional, motivational, etc.) lead to effective performance, and what HR levers (development, coaching, assignments, etc.) can maximize both the impact of the individual staff member and value for the organization.
At Infohrm, through talent scorecards we are able to provide business leaders with more comprehensive analysis of staff performance, movement, and engagement. Next week, we are co-hosting a members-only webinar with Dr. John Boudreau, Professor of Management at USC’s Center for Effective Organizations. John is the author of Investing in People and leads a range of executive workshops (such as an upcoming one on Strategy Analysis for HR in November). We’ll be talking to John about his work in solving these challenges, which our members should find extremely interesting.
Stay tuned to hear more about these topics in upcoming blogs.
Tags: HCM, Human Capital, Human Capital Analytics, human capital measurement
Looking forward to the webinar tomorrow. Dr. Boudreau always challenges the way I think about certain topics.
I wanted to add to point #1: I find that many organizations think they are giving business leaders data because they are showing company-wide, BU-wide, or function-wide results for a number of metrics. However, this is rarely meaningful for a business manager because it is difficult to disseminate their own performance from an aggregate and they cannot monitor how their actions are driving the result up or down over time. It is critical to show business managers data for their own specific part of the organization so that it is meaningful and relevant.