Following the lead of George Sandford at Praski Publishing, who offers his own blog of HR predictions for 2010, I thought I’d share 5 of my own thoughts (I don’t have many more to give away!) on where human capital measurement/metrics/analytics/planning is heading in 2010. Would love to read feedback on these*:
1. Headcount lists will finally be replaced with strategic reports that managers actually use. We’ll know that they do by using feedback loops to gauge the “actionability” of each report.
2. All-encompassing workforce scorecards will focus more on the “wow” factor – what can we teach a senior executive about our employees that they did not previously know? – and less on measuring everything under the sun.
3. The story will become as important as the data.
4. We’ll identify the 2010 version of the Sears’ Employee-Customer-Profit chain, a landmark model linking workforce and financial metrics. What’s the next great breakthrough in human capital measurement frameworks? (Infohrm certainly has some ideas…)
5. And finally, we’ll see human capital data become a more integral part of public companies’ external reporting activities. Analyst call comments along the lines of “We just need to hire more sales staff” will be replaced by “Our data analysis indicates that sales staff with X skills, from Y source, and having gone through Z training modules are 32% more productive than their peers. As such, we are putting a premium on building a sales force consistent with these parameters.”
*Unless I am proved extremely wrong in my predictions. If that is the case, please just send me an email so that no-one else knows how off-base I was.
Tags: Workforce Analytics, workforce metrics, Workforce Planning, Workforce Reports