If you find value in content like this, sign up for my Talent Edge Weekly newsletter. It’s free! Do you start with the question you are trying to answer before determining the most useful HR metrics? Starting with the question helps determine the metric(s) to best answer that question. This 16-page SAP paper includes 100 questions across …
The article emphasizes the significance of prioritizing return on talent investment as much as other forms of return on investment (ROI) in businesses. It outlines five key actions to maximize return on talent: 1) build a skills-based strategic workforce planning capability, 2) create a hiring engine that brings in the right talent to fill critical roles, 3) invest in learning and …
This article by Marc Effron discusses two crucial questions for evaluating an organization’s ability to create value through talent: 1) Is your organization able to sustain individual high performance? 2) Do you have appropriate talent depth in your most important roles? Regarding the first question, Marc highlights three scientifically validated enablers of performance: 1) effective goal setting involving clear …
As organizations strive to swiftly fill their vacant positions with top-tier talent, a commonly employed recruiting metric for gauging hiring efficiency is time-to-fill (TTF). While debates persist about its accuracy and utility, TTF is still one of several metrics that can shed light on recruitment practices. This LinkedIn analysis explores TTF measures of ten job functions and examines …
As pointed out in my one-page summary on 2023 talent priorities according to seven sources, diversity, equity, and inclusion (DEI) remains a top priority for many organizations. But to make meaningful progress in DEI, organizations must not only prioritize it but also implement impactful practices that enable DEI. This new article explores DEI progress through the …
This 40-page paper addresses the question: how does developing talent affect firms’ financial returns and other organizational outcomes? Based on an analysis of +1800 large companies with more than $100 million in annual revenue spanning various sectors in 15 countries, organizations were sorted based on two factors: 1) how much they focus on developing human capital—measured by internal moves as …
Many organizations strive to report meaningful human capital (HC) measures. But as pointed out in this HBR article by Peter Cappelli, one challenge in HC reporting is that: “current U.S. financial reporting standards are counterproductive since they treat employees and investments in them as expenses or liabilities, which makes companies look less valuable to investors.” This …
Many organizational stakeholders — such as investors, current and prospective employees, customers, and strategic partners—want to understand how their respective organizations manage human capital (HC). But as pointed out in this 20-page report by The Conference Board, each stakeholder group is likely to be more interested in certain parts of an organization’s HC narrative. For example, employees and …
If you find value in content like this, sign up for my free Talent Edge Weekly newsletter. This one-page editable PDF includes 10 succession planning metrics that organizations can refer to as they track and measure the effectiveness of their succession management practices. While 10 metrics are provided, organizations can select the vital few (or include …
HR leaders and their teams continue to find ways to best measure and show the ROI of talent initiatives and investments. And while there are varying levels of sophistication in showing the impact of HR/ talent initiatives on business outcomes, HR and talent metrics are at the foundation. Yet practitioners can still find it challenging …
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