Effective HR data use in practice

The best HR leaders are able to effectively use data to transition the mindset of the exec team from believing that HR is a cost center to believing that HR is a profit center. In order to achieve this, you need to focus on these outcomes that matter to the C-suite and have a reliable metric for each that will demonstrate how your work impacts the bottom line:

Maximizing employee performance: Sixty-seven percent of employees report working harder for a manager who cares about their growth as a professional, but less than half say they have never had a conversation about their career vision. Strategic HR leaders inspire and measure growth with day-to-day practices that focus on individual strengths and goals, and the result is soaring performance.
Increasing employee engagement: Understand engagement at the company, department or team level, and slice and dice the data however you want to identify wins and challenges across any demographic. To take it a step further, the top 5% of HR leaders compare progress over time and against other companies in their industry with benchmarking.
Decreasing regrettable turnover: Be informed with real-time data. Through continuous feedback loops and customizable engagement, employee Net Promoter Score (eNPS) and manager effectiveness surveys, strategic HR leaders identify and pinpoint concerns before they impact retention.

When you lead with these three outcomes and with the right tools in place, you'll have a way to clearly and consistently track and assess the impact of your work. The right data will create focus for you and alignment for your executives, a win-win.

Want to make HR a true strategic partner? Lead with data

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