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Summary - Dos & Don’ts

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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: Summary - Dos & Don’ts
Module: The Process
Duration: 2:17

In this section, I focused on the process necessary to identify appropriate HR metrics for your organization. Here’s a quick recap.

Step number 1, know the business.
Step number 2, understand its goals and key performance indicators.
Step number 3, define the HR goals and select key performance indicators.
Step number 4, take the metrics relevancy test.
And step number 5, communicate with senior leaders. 

While implementing this process, remember the following Dos and Don’ts.

Don’t be afraid to ask questions. When taking the first and second steps to understand the business and its goals, being overly curious is a good thing.

Don’t be afraid of numbers! All too often I hear HR Pros talk about their lack of quantification skills. It is becoming more and more apparent that HR must build its business acumen capabilities. It all starts with embracing numbers.

Now, for a couple of “dos”.
Do ensure your organization invests in a strong HR Information System. I haven’t talked about the quality of data but quality is imperative for generating a credible metric.

In addition, do ensure the actual data being entered into the system is accurate. Years ago, I worked on a job analysis project and found that when the organization changed job code structures ten years earlier, many employees were placed in the wrong codes! It took months to clean the data so we could pull accurate reports. Lesson learned. If bad data goes in, guess what comes out?

Finally, do talk to other department leaders. Collaboration and working across the organization is also imperative. HR should never work in a silo and needs to speak the language of the business.


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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HR Jetpack® is an official SHRM Education Partner recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

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