Analytical Workforce
Management....
How well are we managing our workforce of today?

Developing & implementing quality reporting to continuously evaluate and improve workforce management at every level of the organization

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Analytical Workforce Management

If you are seeking to develop and implement quality metrics that will optimise workforce management and performance throughout your organization, we can assist in the following three key areas: -

• Employee Personal Performance Metrics
• Workforce Performance Metrics
• Workforce Scorecard Metrics

Employee Personal Performance Metrics

While many organizations strive to measure, evaluate and improve workforce performance and business contribution, in many instances the performance management program they utilise does not compliment or support this objective. By excluding specific, clear and quantifiable personal performance metrics, all too often the annual assessment process becomes a subjective exercise primarily based upon personal relationships.

To ensure that your employees (and their managers) clearly understand their individual accountabilities and performance expectations, we can assist you in re-designing your current performance management program to incorporate Position Descriptions and separate Key Improvement Projects that clearly identify: -

Position Descriptions

• Each employee's day-to-day (inescapable) key position accountabilities
• The critical objectives that must be met for each identified key position accountability
• The desired/agreed performance standards that are to be achieved for each identified critical objective
• The specified core competencies and desired behaviours that the employee is expected to emulate

Key Improvement Projects

• The identification of value-added projects that the employee must develop and successfully completed in order to deliver the organisation's annual business plan
• The resources required and expected return on investment for each identified value-added project to be undertaken
• Key project milestones and expected completion dates for each identified value-added project to be undertaken

Once personal performance metrics have been incorporated into employee’s position descriptions and key improvement projects it is then possible to conduct individual performance reviews and an annual performance appraisal using objective personal performance criteria.

Workforce Performance Metrics

When properly developed and executed Workforce Performance Metrics enable the CEO/SMT, Department Heads, Line Managers and the HR Team to systematically review and evaluate those areas where current workforce management is acceptable and those areas where intervention and improvement are required. To get you started and headed in the right direction, we can assist you in identifying and selecting an integrated set of meaningful key performance indicators for your organization, derived from our comprehensive KPI menu: -

Once your Key Performance Indicators have been selected, we can further assist you with: -

• KPI data-sourcing
• KPI definitions and formulas
• KPI costing models
• Dashboard formatting and functionality

Workforce Scorecard Metrics

Complimenting your Workforce Performance Metrics reporting/dashboard, we recommend that you subsequently develop and implement an annual workforce scorecard that enables the CEO/SMT, Department Heads & Line Managers to review and evaluate trends in workforce management and performance over time, while additionally highlighting the role and contribution the HR Department has made to the business.

To ensure that your scorecard is meaningful, we will initially assist you in the identification and incorporation of major workforce key performance indicators relevant to your organization (I.e. Productivity, Capability, Satisfaction and Involvement).

Thereafter, we will support you in: -

• Designing and implementing specific workforce measurement criteria that compliment each of your chosen key performance indicators (I.e. Productivity = annual labour cost as a % of annual revenue or operating expenditure, or annual revenue per FTE employee).
• Designing and implementing specific business measurement criteria (over a progressive five year period) that identify the linkages between improved workforce performance and improved business performance (I.e. What is the correlation between improved workforce satisfaction and customer satisfaction? Or customer retention? Or customer growth? Or average customer $ yield per annum?)

How We Can Help You - Our Range of Consulting Services

• Independent auditing, reporting and recommended solutions
• Custom design and  delivery
• Round table discussion sessions
• In-house training workshops
• CEO/SMT presentations (Education & Engagement)
• Project team coaching, mentoring and training
• Line manager training