H.R.

Dashboard/ Balanced
Scorecard Reporting
Keeping Track and Why it Matters
Nice Dashboard!!!
Dashboards Galore!!!
Excel Dashboard
example
Creative Dashboard
Simple Dashboard
metrics
Dashboards are typically used for

Displaying metrics defined

by the organization
LI
K
E
 Turnover
Time to Fill (good & bad)

Diversity
#
of Management
ap of e
re pro mp
t i r ac l o y
e m hi e
en ng es
t
 Dashboards are typically used for

The identified metrics are

typically expressed as key
performance indicators (KPIs), and
a typical dashboard brings several
KPIs together
 KPIs are important to strategy success

Linking organizational strategy to Executive, Managerial & Individual

Goals
Organizational Objective
TIER ONE STATUS

Executive Board,
President, Provost, VPs,
Deans
AVPs, Chairs &
Executive Directors

Managers & Supervisors

Line Staff & Students

 Aligning Workforce Performance to
Organizational Objectives

Align All HR Strategies Integrating knowledge to

to HR Mgmt.
Organizational Needs Staff Retention
HR perceived value

Performance
Management HR Development
HR Process Onboard & Orientation
Consolidation Training
HR Management Tools Mentoring
KPIs are usually drawn from
four perspectives
Innovation
&
Learning
HR EVA (Economic Value
Added)
Three Principles:

1. Narrow down whats measured

2. Develop an economic model for metrics
(e.g. replacement cost for high potential
employees is 6xs compensation.)
3. Relate metrics to Executive Levels
desired data (use historical comparisons
from materials you have already.)
So how does a scorecard fit in?
A scorecard for HR provides
management a set of metrics with
which to benchmark performance of an
HR department and to show its value
as a whole. The scorecard helps to
present the HR department as a
strategic asset and establish it as a
partner in the organization.
HR.Toolbox.com
Scorecard continued
It also provides a basis for
defining what functions the HR
department does and does not do, as
well as provide cost savings by
optimizing solutions and balancing
duties within the department. Having
a measurement system in place helps
an organization to define HR
strategically and organizationally.
HR.Toolbox.com
 One of the biggest competencies missing from HR is
storytelling. If the data you present to line executives isnt
immediately seen as actionable, meaning people dont know
what the story means and what to do with it, dashboards
become viewed as a throwaway process and technology
pretty quickly. - Jason Averbrook, CEO of Knowledge Fusion
The reality is that
quantifying HR is
like quantifying
love:
Its best to set
your own standards
rather than rely on
the definitions of
others.

Thomas Casey,
Workforce Magazine
Humbly Brought to you By Megan
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from Aria!)