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Business Case Example - Steps #4 & #5

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HR Metrics That Matter

  • Format: Self-paced
  • Course Duration: 1 hr 16 mins
  • SHRM Professional Development Credits: 1.25
  • HRCI Business Recertification Credits: 1.25
  • Certificate of Completion (after passing quiz)

Today, we are addicted to numbers! Our focus on metrics has grown tremendously in the last decade. Targets, Scorecards, Dashboards, KPIs. We all know the buzzwords. In fact, many of us spend hours calculating and presenting what we think are key HR performance indicators. But have you asked yourself the most important question of all?

“If I stop tracking my current metrics, will anyone notice?”

It’s possible you and your team are not only wasting time, but also hurting your credibility by sharing useless information!

The work you do matters. Your Human Resources department must be able to develop and use metrics directly linked to an organization’s goals like every function of the business. If you’re tired of measuring outcomes that no one cares about, learn how to identify KPIs (key performance indicators) that impact your organization’s balanced scorecard and keep your HR team on target.


  • Setting The Foundation
  • The Process
  • Business Example
  • Conclusion

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Title: Business Case Example - Steps #4 & #5
Module: Business Example
Duration: 3:29

Step number 4, take the metrics relevancy test. Is it simple, manageable, aligned and active? In terms of our example, each key performance indicator is simple and straightforward. HR can impact each of them since they are linked to the business scorecard. We can also confirm that the metrics are well aligned and active.

One final question though before progressing to step number 5, communicate. Asking and answering this question may be the best indication as to whether or not a metric really matters.

Ask yourself, “If I stopped showing it, would anyone notice?” I know it may be risky to simply remove a metric from your monthly staff meeting or a weekly leadership team meeting but if you’re feeling frustrated and want to put a metric to the ultimate test, I highly recommend doing this.

It’s time to take our final step, communicate and ensure you have leadership support for your chosen key performance indicators.

I’d like to share with you my most important presentation tips. This is a collection of what to do and what not to do during your moment in front of the leadership team. It's a moment that can truly affect your reputation and brand.

Number 1, know your topic. Your goal here is to convey your knowledge of the business and how your HR activities and metrics link to business goals.

Number 2, know your key talking points. If you find yourself needing to constantly look at your notes, it's an indication that you don't know your message. And please, please don't read your notes or the slides. There’s no worse way to take your credibility and just throw it out the window.

Number 3, know how to use the presentation equipment and test your presentation. Go to the conference room where the staff meeting is taking place and use the equipment with your presentation. You would be amazed at how differently one system displays your content from another.

Number 4, anticipate questions from the audience. Take the time to think through possible questions you may receive during the meeting. If you're trying to convince the audience to agree with you, be ready to deal with resistance. You want to be prepared with responses.
And number 5, probably the most important tip I can give you. Practice. Delivering a solid professional presentation requires practice. I recommend reviewing your slides and key talking points at least two times before the meeting. On many occasions, I've blocked out a conference room only to give a presentation to an empty room. You might want to consider asking a peer or a colleague to watch you present. I've done this as well. They can offer feedback on your tone, mannerisms and whether or not you delivered the right message.


Instructor: Christina A. Danforth

Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...

Christina's Full Bio

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