Given my business is exclusively focused on helping HR deliver better business results with their HR data, I’ve taken the liberty of articulating what I believe are 10 key expectations that CEOs & COOs have when it comes to HR Reporting.
10 CEO & COO Expectations from HR Reporting
- Know The Pulse - be confident and credible with the topline company metrics on organizational and employee health (understaffed, overstaffed, engaged, turning over, diversity, equity, etc).
- Know Your (HR) Stuff - while HR operational metrics (re: payroll, recruitment, comp & bens, etc.) must be quantified, tracked and optimized as part of HR’s day-to-day - don’t expect others to be always interested unless they are impacted at a given time. HR just needs to be credible and trusted in getting these basics right.
- Be Impartial - start with unbiased facts and uncover both areas of strength and opportunity. Then move into understanding context or underlying conditions in topics that matter.
- Have Proof - focus on articulating or debunking the people side of business issues (both strategic and operational) that the CEO is facing such as talent pipeline, DE&I, productivity, turnover, compensation, etc.
- Be Practical - identify practical, affordable and ROI-driven programs to build great teams, drive productivity and execute the business plan.
- Protect Company Risk - use HR data to understand and mitigate people-based risk (like the impact of not hitting hiring targets, accurately forecasting hiring needs, etc.).
- Truly Partner - don’t just identify problems, be preemptive, collaborate on working on solutions and measure impact and progress.
- Be Insightful Where Most Relevant - don’t provide insight into things which aren’t of strategic or operational relevance - drill down and deliver credible, data-driven storylines in the things which matter at any given point in time.
- Optimize Employee Lifetime Value - use your data to make smarter hiring decisions and retain key performers. Understand where your best sources of hires are, how to best onboard them to expected productivity, who creates differentiated value and how to best retain them for the long-run.
- Identify Value Creating Opportunities - use HR data to reduce risk, trim costs, and to accelerate & directly contribute to company P&L.