Gathering, analyzing and presenting pertinent information to upper management is the single strongest means HR has to provide critical input on strategic business issues. Talent management processes and performance optimization based on powerful intelligence drawn from good metrics will deliver...

In his previous article, “Measuring the immeasurables,” Rory Gear of Summit‐IMM made the case for measuring intangibles and introduced the Standard and Poor’s method as a viable approach. Here, he describes a worked example taken from a real “Intellectual Capital Rating” of a large...

It’s difficult to track HR‐related data due to constant change, and different local cultures and ways of deploying HR processes. HR managers are demanding more speed and accuracy when requesting people‐related information, especially at top level where getting a consolidated view of key HR...

Most HR and communication professionals share a common belief that the ultimate goal of their efforts is to facilitate a change in behaviours that directly links to improved business results. But they may have different perspectives on how to effectively measure behaviour change in the context...

It’s nearly impossible for an organization to perform in concert at a very high level unless all the employees are responding to the same feedback from a single digital dashboard. Many organizations are introducing a balanced scorecard to guide performance.

Hewlett Packard (HP), a major technology solutions provider, is working with BUPA, a global health and care organization, to provide an integrated healthcare package to HP employees comprising BUPA’s onsite occupational health services, medical cover, health screening (through the flexible...