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Ganesha on the Dashboard
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Ganesha on the Dashboard
What is the Dashboard?
Is it required?
How does it Help?
More the Better?
Why Ganesha on most Dashboards????
What does it Signify?
What is the Impact?
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar
Attrition Rate DOTS
Monthly/YTD
Rate(YTD) Rate(Monthly)
Male84%
Female16%
1.833% 2.020%
1.487%1.452%
1.180%
0.528%0.524%0.514%0.533%0.680%0.680%
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar
Officers in 18months Attrition Rate
8.6
150
58
137.5
112.25
55.37
159.01
85.75
62 62
16.2
60
148.19
81.38
61.12
37.19
117.8
8575
88.875
0
20
40
60
80
100
120
140
160
180
Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar
Training Mandays
Mumbai Bangalore
HR – Strategic Business partner
Initiatives as per Business Intent
Provide data for Business Decisions
Driving the Organization
Culture
Effective People Relationships
Fortune Teller
Driving Decisions
Can Metrics drive Decision?
What are top 3 Metrics you can think of which can help drive decisions?
Effectiveness
Efficiency
Impact
Efficiency
• Recruitment Cycle
Time
• Avg Training
Mandays/ TNCI
• % of Talent Pool
within Org
• % coverage under
EES Action Plan
Effectiveness
Efficiency
Impact
Effectiveness
• % Quality of Hire
(A+/A/B+) from new hires
• % Training delivered vs
TNI
• % completion of Hi-Pot
IDP
• % EES Action plan
implemented
Effectiveness
Efficiency
Impact
• % key resources
filled/ Cycle time of
Key resources filled
• Training ROI/
Business impact of
Training
• % of Hi-pots in the
talent pools critical for
competitive
advantage?
• % score
improvement/vs %
implementation
Impact
Change Champion
The set of shared attitudes, values, goals and practices that characterizes an institution or organization.
the set of values, conventions or social practices associated with a particular field, activity or societal characteristic.
Define
Teach
DemonstrateMeasure
Reward
Define what current culture is & Issues with the existing culture & area of imp to be captured
How the new culture should be in the future.
Displaying the Culture definition very closely thru relevant policies & practices
Action Plan on what needs to be done to help leverage the change management
Periodic review & measuring of where we stand from our defined Culture
HR practices,processes,
andsystems
Articulate howwhat we do
adds value toThe business
Communicateto the business
what a goodjob we are
doing
The Inside-Out Approach
Identify the business model
componentsand areas todrive value
Develop anHR strategy
to execute thebusiness model
with relevantmetrics
Use the metricsto demonstrateor prove howwe are driving
businessperformance
The Outside-In Approach