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
Harness the Insight and Experience Trusted by
over 30,000 Professionals
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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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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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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Our Coverage
Our research and advisory covers 100s of HR topics across all core areas of the industry.
Equip employees with the knowledge and skills they need to be allies in the workplace.
Create a workforce planning toolkit that will ensure the right talent is available when and where it is needed.
Optimize foundational elements to elevate the TA function.
Help prevent and address inequities before they transform into bigger problems.
Create a simplified process that addresses both department-wide and individual employee development needs.
Set clear expectations for learning technology by aligning goals with organizational priorities.
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.
Learn MoreStep 7
Measure Year-Over-Year Improvement
On average, our clients’ stakeholder satisfaction scores get 20% closer to a perfect score each year.
Human Resources' One-Stop Shop