Managing HR well is
no walk in the park

After talking to 2000 business leaders only 27% of stakeholders are supporters of their HR Departments

satisfaction chart

Step 1

Establish HR Performance Measurement

It’s a paradigm shift. Begin by moving from feelings and guesswork to measuring HR performance using a data-driven, fact-based approach.

Set Goals for Your Team and Align to Business Needs

Rally your team behind a big-picture goal that is more than a deadline, increasing stakeholder satisfaction.

Understand Needs and Allocate Resources More Effectively

Stakeholders have complex needs. Understand their priorities and the reason for satisfaction or dissatisfaction with core services.

Objectively Measure HR Performance and Prove Your Merit

Confidently report year-over-year improvements to key stakeholders. Use this data to make the case for HR strategy and investment.

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Performance Measurement

Step 2

Build an Evidence-Based Strategy

Objectively identify what needs to improve with our robust, client-tested diagnostic programs. Our diagnostic programs will help you move past subjective measurement of HR to help you prioritize projects, secure funding and become a strategic leader in your organization.

I am a firm believer in the product you offer and it has been very helpful to me individually and a great resource to our company as we transform how we operate.

-Director, Corporate HR, Fortune 1000 Firm, Manufacturing

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DDI steps

Step 3

Manage Core HR Processes

Each of the squares within this table contains research designed to help you improve processes.

Use our Management & Governance Diagnostic to help you identify which areas of the table to focus on.

Assign ownership to each area and measure year-over-year progress.

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management and governance framework

Step 4

Use Key Initiative Plans for Each Executive Role

Use our role-specific roadmaps to drive process maturity and sustainable HR improvement.

Step 5

Use Best Practice Tools for Key Projects

Every best-practice blueprint uses the critical insights uncovered in our comprehensive research process to give you the roadmap to solving your HR problems. Each blueprint can be accompanied by a guided implementation that provides you access to our world class analysts to help you get through the project.

Sample Blueprint: Transform the 9-Box Talent Assessment


Identify talent needs and priorities

Identify emerging organizational talent needs and outline an organizational talent philosophy.


Customize and enhance the 9-box

Customize the 9-box grid and choose additional assessment tools such as self-assessments.


Assess talent, calibrate, and continue talent conversations

Communicate changes in the process to managers and train them to assess employees while conducting the talent calibration meeting.


Develop talent using assessment results

Determine effective development activities for every talent level and facilitate employee–manager discussion dialogues to create individual development plans.


Integrate and measure assessment

Determine effective development activities for every talent level and facilitate employee–manager discussion dialogues to create individual development plans.

Our Coverage

Our research and advisory covers 100s of HR topics across all core areas of the industry.

Step 6

Leverage Executive Advisory Throughout the Year

On-call industry experts to help you and your team finish your projects on time with more success. Guided implementations are uniquely valuable experiences included with your advisory membership. An analyst from the team who wrote the research spends time with you over the phone, at key project milestones, to advise, coach, and offer insight. The service is available across our entire range of projects and core processes.

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Step 7

Measure Year-Over-Year Improvement

On average, our clients’ stakeholder satisfaction scores get 20% closer to a perfect score each year.

management and governance framework

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Practical HR Research that Drives Measurable Results

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