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Do you know how to use data to make strong decisions?

Can you use the numbers to predict employee behavior or future performance?

Can you distinguish between causation and correlation?

Are your findings comprehensive enough to persuade others to act?


It’s more than a numbers game!

“a continuous, systematic process for evaluating the what, the why, and the how of HR processes, practices, and procedures of organizations that are recognized as representing best practices and top performance, for the purpose of organizational improvement.”


The five requirements for transformation:

  1. Having the right information.
  2. Making sense of the numbers.
  3. Communicating the findings to get buy-in.
  4. Taking action.
  5. Measuring the impact of your decisions.

The HR Scorecard​

  1. Strategic Alignment
  2. Financial Efficiency/ROI
  3. Operational Effectiveness
  4. HR IT Deployment & Utilization
  5. Stakeholder Satisfaction & Inspiration

Select HR Metrics

  • Talent decisions are 23% more likely to address the organizations business imperatives
  • 22% higher levels of employee productivity and engagement
  • 31% Reductions in unwanted employee turnover
  • 25% higher levels of customer satisfaction


  • Crafting your HR Strategic Plan and Measurement System
  • HR Reorganization
  • HR Staff Optimization Assessment
  • Measure the ROI of HR
    Develop an “Inspired Workforce”
  • Blueprint/Archetict a Great Workplace
  • Benchmark ALL aspects of your HR organization

NOESIS is the Greek word “To Think”. I’m using NOESIS to help HR leaders remember that to address the issues in their VUCA world, HR must be in of the mindset to continuously Think and Re-Think how to become, and stay aligned with the strategy of the business they serve.

  1. External Customer Requirements Assessment: an assessment of your external customers’ perspective on your brand promise and attributes, as well as an understanding of their needs, wants, and expectations when doing business with you. This assessment is critical to aligning HR to the company’s business strategy and purpose.
  2. New Hire/On-boarding Assessment: an assessment of the process used to on-board new employees and measure their performance, engagement, and inspiration in their first 12 months of employment. The metric “New Hire Quality” comes from this assessment tool.
  3. Inspired Workforce Assessment: an assessment of employee inspiration based on the “Six Dimensions of an Inspired Workfoce”. This assessment uses the unique coorelation of Importance vs Performance to provide the insights needed to architect an inspired workplace.
  4. Exit Interview Survey/System: an assessment of why employees voluntarily exit the organization. This assessment also uses the “Six Dimensions of an Inspired Workforce” . It combines an online survey and a live interview, administered before the employees last day of work. When deployed as an on-going assessemnt of employee turnover, it can be used as a pulse survey of an inspired workforce.
  5. HR Practices Assessment: to understand which HR practices are being used to enable the highest levels of  HR effectiveness and efficiency across the organization. This assessment provides a benchmark comparison to top performing HR organizations. 
  6. HR Technology Assessment: the understanding of the extent to which HR technology is being deployed and  by whom. This is a measure of HR efficiency. It can also be used to create a business case for an HR technology investment, or to provide evidence of an HR IT ROI.
  7. HR Staff Optimization Assessment: measures where each HR staff member spends their time and energy across 3 core service delivery areas (HR  Strategy, Talent Management, HR Administration), 15 HR processes and the related activities. Combined with the HR Service Delivery Assessment this can provide the analytics needed to restructure and redesign HR.
  8. HR ROI Assessment: to understand how and on what, HR spends it’s financial resources and its ROI.
  9. HR Service Delivery Assessment: an assessment of HR service delivery through the voice of the internal stakeholders. This assessment uses the “Five Attributes of Effective Service Delivery” and also incorporates the Importance v. Performance coorelation to determine HR efficiency and effectiveness of service delivery.
  10. Organizational Performance Assessment: to understand how HR contributes directly to organizational performance; financial, customer, business processes, growth, and strategic business alignment.

These tools can be used together to form the most comprehensive HR measurement system available: NOESIS, or individually, to address specific HR measurement, analytical, benchmarking, and transformational needs.