This document is part of the A Guide to People Metrics resource.
How do I get help with analysis?
Analysis is a skill that plays an important role in using people metrics. If you do not currently have strong data analysis skills there are options available, including:
- tools to assist data analysis – there are many computer applications on the market that can aid the data collation and analysis, to make it easier to work with and easier to integrate
- expertise in the market – if the skills are not available internally, there is external assistance available to undertake data analysis
- internal expertise – consider where within the organisation these skills may already exist, for example, another division within the organisation may already have the capacity and expertise to assist.
Where do I find benchmarking and best practice information?
Benchmarking performance with a like organisation, or against best practice, is often helpful when target setting to establish how the organisation is doing. Benchmarking provides a snapshot of performance against an industry standard or best practice.
Metric benchmarking, however, is complicated as it requires a standardised measure and consistency in application.
Some sources of benchmarking and best practice information are:
- the Workforce Data information collected by the VPSC, Knowledge Management and Governance Group, which provides data comparisons with similar public sector organisations
- the Corporate Leadership Council, which conducts surveys with clients globally, to establish best practice in HR and learning and development
- in the market, at cost, there are organisations that collect and distribute best practice bench-marking information.
Where can I source data?
Consider some of these sources of data when undertaking a measurement activity.
Internal Labour Market Workforce (Information):
Produced annually, it reports on the people activities of the Victorian public sector and how these have supported the Victorian Government, and worked with the community, to meet government objectives for Victoria and Victorians.
Each year the Victorian Public Sector Commission conducts an annual collection of workforce data from each employing body under the Public Administration Act 2004, and provides reports comparing the organisation to a grouping of similar organisations.
The annual People Matter Survey measures Victorian public sector employees’ perceptions of how well the public sector values and employment principles are applied within their organisation.
The survey also gathers useful information on a broad range of people management issues, including levels of job satisfaction and the ways in which organisations, managers and workgroups operate. Reports are provided to participating organisations comparing the organisation’s results to a grouping of similar organisations.
External Labour Market Workforce (Information):
- Australian Bureau of Statistics census and labour force data
- Department of Education, Employment and Workplace Relations
- Relevant peak industry, professional and training bodies Government Skills Australia http://www.governmentskills.com.au/
- Student information (eg. individual TAFEs and Universities) eg. www.unimelb.edu.au, www.rmit.edu.au
We already use people metrics, how will this help our organisation?
This guide may help you rethink how the organisation is using people metrics, and if the desired outcomes are being achieved with the current approach. A Dictionary of People Metrics provides some additional people metrics that may be helpful in measurement efforts.
Why does A Dictionary of People Metrics not include some people metrics that my organisation uses?
There is an extensive number of people metric combinations available to assist the HR function.
To include every people metrics applicable to the HR function would have produced a large and daunting resource.
A Dictionary of People Metrics only includes those metrics that may inform a story about six people elements. This is not an all-inclusive list, but a sample to pick and choose from, depending on requirements. This selection has been designed to complement people metrics already being used.