Creelman, CEO of Creelman Research, offered his tips at a recent BLR® webinar sponsored by Halogen Software. He was joined by Halogen’s Director of Marketing Communications Connie Costigan.
"Yesterday’s Advisor featured Consultant David Creelman’s advice on how to report on human capital; today, more of his advice, plus some sample reports."
"Balanced Scorecards took reporting beyond finances; now boards and investors increasingly demand human capital metrics in the reports they receive. Consultant David Creelman discusses the four new standards and offers examples of human capital reporting."
"Yesterday I happened down a road I drive on occasionally. I typically take the road northbound as a shortcut to a particular destination. But yesterday I found myself driving south on the same road and barely recognized it. In fact, I had to turn to my wife and ask if we were on the right road. The surroundings seemed unfamiliar to me despite the fact that I travel on the road a couple of times each month."
It dawned on me that if you change the angle from which you look, you might see things you’ve never seen before. Swiss comedian and artist Ursus Wehrli once said, “I like to turn things upside down, to watch pictures and situations from another perspective.” Maybe that is what each one of us needs to do as we struggle with problems and issues in the workplace. Step back and find a new perspective, and maybe you’ll come up with a different solution.
"In yesterday’s Advisor, consultant Rick Buchman showed how to connect HR metrics to meaningful company goals; today, key considerations for world-class metrics."
Key Considerations for World-Class HR Metrics
Does the metric align with company performance?
Many HR metrics are process and performance measures (e.g., training hours on specific subjects, attendance, performance appraisals, recruiting cycle time, grievances, turnover). Those are reactive metrics, says Buchman who is President and CEO of Hayward Enterprises Inc. and co-author of the Balanced Scorecard Strategy for Dummies.
"HR activities, such as training, staffing, orientation, discipline, and benefits, are difficult to directly connect to operational performance metrics such as sales, profitability, costs, delivery, quality, and service. Consultant Rick Buchman shows you how to connect the dots."
"If you want to attract the best employees, you must look as if you are the best company to work for. Appearance is everything. A very basic first step in managing your image is to review how you present your company, says Jasmine Rojas, BLR® legal editor."
For instance, while you may be the greatest employer, if you do not have a company website, chances are that you will appear “antiquated” and some candidates may not consider you as their top choice. Therefore, the following are areas that you may want to explore in preparation for recruiting candidates.
"The movie practically writes itself: The bitter family feud. The plucky underdogs. A community pulling together as one to triumph in the name of justice. Hollywood-ready, to be sure—but the unlikely hero in this tale happens not to be a matinee idol but the CEO of a regional chain of grocery stores."
By Jennifer Carsen, JD
Writer, HR Daily Advisor
If you haven’t been following the saga of Tewksbury, MA-based Market Basket over the past few months, here’s a recap:
The Grocery Wars: A Summer of Upheaval
- In June, Arthur S. Demoulas led a majority group of board members of the family-owned business to oust the company CEO, Arthur T. Demoulas. The men are cousins and are hereinafter referred to as “Artie S.” and “Artie T.”
- Artie T. was replaced by a geographically distant pair of CEOs.
- Following the ouster of Artie T., Market Basket workers—none of whom are unionized—walked off the job in droves. In a prepared statement, they demanded Artie T. back “with full authority, non-negotiable … We will not work for anyone but ATD.”
- Rallies attended by thousands of workers and customers sprang up around the area.
- Business at the normally booming Market Basket stores dropped off as much as 95 percent due to the lack of fresh groceries being delivered to the stores as a result of the walkouts, as well as voluntary customer boycotts.
- The new co-CEOs urged the striking workers to return and fired several senior managers. The workers reiterated their demands that Artie T. be reinstated.
- Impassioned Market Basket protest songs were written and posted to YouTube. A cartoon giraffe, sticking his neck out for his boss, became the visual symbol of the protestors.
- In late August, Artie T.’s group bought out the 50.5 percent of the company held by Artie S. and his supporters. Artie T. returned as Market Basket CEO.
- There was much rejoicing.
"What’s your policy on social media background checks? How are policies being distributed today? Want to know what your competitors are up to? Here are the results of our 2014 Policies Survey."
The results of BLR’s 2014 Policy Practices Survey are in; here are some highlights:
- 89.8% of participants have formalized policies.
- 77.5% have an at-will employment statement.
- Employee handbooks are the preferred method of distributing policies to employees for 49.9%. An internal website (intranet) is utilized by 29.3%.
- Social media background checks are conducted by only 14.7% of respondents; top sites are LinkedIn (67%), Facebook (60.8%), and Google (34.5%).