Collect and measure the metrics that matter

Some of the most valuable HR metrics are those that are least accessible by managers, researchers have found.

Taleo surveyed 100 senior level HR and line managers in Australia about talent management analytics. It claims the information is important for HR leaders for four key reasons:

1. HR leaders are the traditional owners of people/talent issues;

2. there is increased pressure from the business to justify investments in all projects, including investment in talent management initiatives. HR needs the data to provide these justifications;

3. HR leaders want to add value to the business. For years HR wanted to gain a seat at the executive table and recognition at the board level but lacked the systems to show how comprehensive people strategies improved business performance; and

4. HR wants to enable the line of business to better manage talent. To accomplish that, business leaders and line managers need accurate, current data.

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