Make the Shift to Data-Driven Human Capital Management
Research conducted by AIHR in 2018, showed that HR metrics & analytics is the least effective area of human capital management. This trend has remained largely unchanged over the past five years. The lack of progress in this area is certainly not reflective of need or desire. Most HR professionals we talk to are hungry for data and metrics that help them measure the success of their recruiting and employee engagement efforts. Why the struggle? In short, outdated or non-existent technology is a major factor. The vast majority of firms surveyed as part of our Clarity research pointed to the fact that HR solutions have not seen significant investment in the last 5-10 years. If you are evaluating solutions to help you win, manage, and deliver successful projects, human capital management absolutely should be part of the equation and investment. It’s the people behind the project delivery that truly drive growth and success.
Are you asking yourself how to become more data-driven in your human capital initiatives? Maybe you’ve started to invest in learning and development for your employees or to renew your focus on your employer brand to attract fantastic project leaders. Wouldn’t you like a way to measure the success of those initiatives? With access to the right data, analytics, and reports HR leaders can champion strategic goals that align with the big-picture direction of the firm and have a real impact on both employees and firm-wide growth. Your ability to answer some of these key questions has a direct impact on your company’s profitability and overall success.
- Are you able to determine the most effective recruiting channels for different positions?
- Can you assess the quality of your new hires?
- How good is your organization at identifying and assessing top performing employees?
- Do you really know how your employer brand is perceived by employees and candidates?
Learn how to leverage Deltek Talent Management to become more data-driven so that you can answer these questions for your own firm. We will show you how to use and configure widgets to build your own customized dashboards, get an in-depth look at standard reports and how to use them, and understand the power behind data in HR.
Make the Shift to Data-Driven Human Capital Management
The main dashboard gives users access to key pieces of information important to their role. Depending on a user’s role within the solution, they will see information relevant to the recruiting process, managing direct reports, or administering the solution.
For example, our recruiting user will see information that will help them manage the recruiting cycle. Alerts for actions pending, such as approvals, onboarding sessions, or requisition creation, are presented. This is followed by dashboard widgets specific to recruiting. Here, we can see how many candidates are in each cycle, with the option to drill down and easily access all new resumes. We can track where our requisitions are, and again, drill down to see which requisitions are still in the approval process. We can also track current onboarding sessions and drill down to view details of existing sessions, or initiate onboarding for new hires.
Users can configure the information they’d like to see here. If a user wants to change the layout of this screen, they can drag and drop widgets to a new location. They can remove widgets that they don’t use and add widgets to take their place. There are several widgets to select from, such as a resume search or new resume listing.
If a different user logs in, who primarily uses the solution to track information related to their direct reports, information relevant to that user’s role will be presented. The manager will see alerts related to certifications, appraisals, and other items related to their employees. This user can easily view and create continuous feedback sessions, view team competency fit, track employee goals, and view performance appraisals.
There are many standard reports included in the solution that can be consumed in two different ways. First, users with permission can access built-in reports through the solution’s navigation. The second way is through the reporting tool designed , to provide custom report writing capabilities, but that also includes additional standard reports. This time we’ll focus on the built-in standard reports.
Built-In Standard Reports
Users with the appropriate access will see the built-in standard reports on their navigation pane. The categories of reports available will vary based on the Deltek Talent Management modules that you have implemented, so this example may look different if you aren’t yet live with the complete Talent Management solution.
In each module, you’ll receive a listing of standard built-in reports, further broken down into related categories. You can hover on a report title to see what the report is designed for. For example, the Quality of Hire report lists hired individuals within a specified time frame and includes their referral source, original type, requisition hired against, assigned recruiter & hiring manager, date of hire, latest performance score (pulled from Performance) and overall potential (pulled from Career Development).
When you run the Quality of Hire report, your first step is to select filters, then you can see the results of the report. Many of these items come from Talent Acquisition, but in addition to just seeing where hires are coming from, you can also see which channels produced top performers and high potential hires. This information will then help you to determine which source produced the most applicants in addition to the greatest number of hires who are performing well.
Standard built-in reports can be exported to CSV, PDF, and Excel formats.
You can watch the Talent Solution Speed Session, Make the Shift to Data-Driven Human Capital Management here, or register to watch any of our upcoming Talent Solution Speed Sessions here. We hope to see you soon!
About the Author
Judy Fort is a member of the Deltek Solutions Engineering group and bridges the gap between technology and real world users. For a decade she has been working with diverse HR organizations helping them to achieve their goals.
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