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Specializing in People Analytics, HRIS, Recruiting, HR operations, and Program Management, Kendra has consistently focused on enhancing employee experiences, reflecting her firm belief in their central importance to HR practices. Spending the last 7 years in People Analyticsand Insights, she has emerged as a trailblazer, establishing Centers of Excellence and utilizing advanced software for pivotal HR metrics, significantly impacting resignation, retention, and talent management. A proud Philadelphian and Penn State alumna, Kendra's roots and education in the City of Brotherly Love have been fundamental to her professional ethos. If you're seeking to leverage the power of People Analytics for HR excellence, Kendra is your go-to expert, ready to guide your organization toward data-driven success.  \nKendra Davis-Roberts, MPS People Analytics Strategist  \nHR is not a “Strategic Partner”  \nMany HR teams face a common challenge: showing their value as a strategic partner. While there are many tools and techniques HR leaders can use to help shift this narrative, one way to improve how weare seen is by using people data, specifically Key Performance Indicators or KPIs. It's crucial for HR professionals to understand how to craft KPIs and even more importantly, how to speak to them.  \nPeople Analytics  \nPeople Analytics, a rapidly evolving domain within human resources, refers to the methodical collection, analysis, and application of employee data. It acts as a critical tool for aligning HR initiatives with overall business objectives, fostering a more data-driven, efficient, and strategic approach to managing human capital.  \nAccording to SHRM, more than 9 in 10 (94%) business leaders say that people analytics elevates the HR profession (People Analytics, SHRM Research, 2021) . Meanwhile, 71% of HR executives who use people analytics report that it is essential to their organization’s HR strategy.  \nPeople Analytics includes:  \n01 Rvieporsualitzinagtiaonnsd  \n02 Employee Listening  \n03  \n04  \nAdvanced Analytics  \nData Governance & Privacy  \nMetric vs KPI   \nMetric  \nA quantifiable measure that is used to track and assess the status of a specific business process. It's a general term that refers to any kind of measurement used in business to gauge the performance and efficiency of operations. They provide insights but don't necessarily align directly with the strategic goals of an  \norganization.  \nKPI  \nAre strategic metrics. A KPI is a quantifiable measure used to evaluate how effective a company is in achieving key business objectives. Only metrics that have a direct link with the organizational strategy can be called KPIs. Human Resources key performance indicators (HR KPIs) are HR metrics that are used to see how HR is contributing to the rest of the organization. This means that a KPI in HR measures how successful HR is in realizing the organization’s HR strategy. (AIHR, n.d. )  \nKDR Analytics  \nCheck-In  \nLet’s confirm our understanding  \nBased on how we have defined an HR metric and HR KPI, let see if we can figure out the differences  \nIs it a Metric or KPI  \n\n|  | Metric | KPI |\n| --- | --- | --- |\n| Average number of training hours per employee | |  |\n| Promotion Rate |  | |\n| Regrettable Losses | |  |\n| Average interviewing cost |  | |\n| Absence Rate |  | |\n| Absence Cost |  | |\n| Training Effectiveness | | |\n| Quality of Hire |  | |\n| Average length of service | |  |\n| Perce","cbCaipOTm7yP7gmv","https://ap.wps.com/l/cbCaipOTm7yP7gmv","pdf",3946713,"English","# About Me\n# Objective\n# People Insights\n## KPI vs Metric\n# KPI Development\n## Seat at the Table\n## Template\n## Q&A","[{\"question\":\"What is People Analytics in the context of HR?\",\"answer\":\"People Analytics is the methodical collection, analysis, and application of employee data. It aligns HR initiatives with business objectives to support a more data-driven, efficient approach to managing human capital.\"},{\"question\":\"How do metrics differ from KPIs?\",\"answer\":\"A metric is any quantifiable measure used to track and assess performance, but it may not directly reflect strategic goals. A KPI is a strategic metric with a direct link to organizational strategy, measuring how effectively key objectives are achieved.\"},{\"question\":\"What steps are involved in developing impactful KPIs?\",\"answer\":\"Developing impactful KPIs starts by identifying key organizational goals, defining the relevant HR areas, and then crafting KPIs that reflect progress in those areas. Customization is emphasized to fit different organizations.\"}]","Strategic KPI Development - Crafting Impactful HR Metrics | PDF",1789277676,7]