Will it make a difference if you can say "time-to-hire has improved 2.5%  compared to this time last year"?  Of course we can create more complex  or creative metrics like  'retention rate per manager' or 'HR cost per  employee'.  Still... are they really helpful?  

The thing is, metrics measure the past. We track these things to make  sure we are efficient and accountable.  They rarely tell us about the  strategic things we should be doing.    

This is what I spoke with David Simmonds about.  He is the Chairman of  HCM Metrics and an early supporter of the HR ISO standard.  I didn't  even know there was an ISO standard for HR!    

∞ With a decent HRIS you could measure a million things.  How do you  pick?   🤔 The ISO standards will provide insight on what you should measure.    🥱 While I am a bit tired of the expression 'a seat at the table', it  still had meaning and HR data plays a big role in getting and staying  there.  We have a wealth of data.  Are we using it to track the past or  provide useful insight into business problems and solutions?   🗣 We need to speak their language. See it from the perspective of  business problems.  

Find David on LinkedIn or at https://www.hcmmetrics.co.uk/  

Find Andrea for consulting support in Canada at https://www.linkedin.com/in/andrea-adams1/