Many talent management professionals may be unaware of the swell of interest in their work by boards and investors. Aware or unaware, there’s no denying that the interest is there. This is why powerful groups such as the Sustainability Accounting Standards Board and the International Integrated Reporting Council are pushing forward reporting standards that include reporting on human capital. To help talent management professionals understand, be ready for and comply with these standards, industry experts David Creelman, Laurie Bassi and Andrew Lambert are preparing a major report on what’s happening in the industry. Join David Creelman in this webinar as he reveals what these changes mean for talent management professionals, including critical metrics, the landmines to be avoided and the opportunities to be seized. Key takeaways: Why are there suddenly big changes in reporting to investors? How will that affect what we in talent management have to report to management? What aspects of our performance will be particularly under scrutiny? What is the secret in turning talent management data into a story business leaders care about?

1. Critical Metrics for Talent Management in
Reporting to Boards and Investors
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Speaker: David Creelman
CEO
Creelman Research Inc.
Moderator: Connie Creelman
Halogen

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8. Connie Costigan
Director of Marketing Communications
Halogen
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David Creelman
CEO
Creelman Research Inc.

9. © 2014 Halogen Software Inc. Confidential – Not to be used, copied or redistributed without Halogen’s prior written permission.

10. Critical Metrics for Talent Management in Reporting
to Boards and Investors
Presented by:
David Creelman
CEO, Creelman Research
“Smarter Annual Reports: How companies
are integrating financial and human capital
reporting”
Laurie Bassi, David Creelman Andrew Lambert
© 2014 Halogen Software. All rights reserved. All contents are confidential.

11. © 2014 Halogen Software. All rights reserved. All contents are confidential.
Agenda
1. What’s happening in the world of reporting to
investors and boards.
2. How it effects you.
3. What do to.

12. The (old) World of Annual Reports
© 2014 Halogen Software. All rights reserved. All contents are confidential.
Hey guys, what
about human
Hey guys, what
about human
capital?
capital?

13. At Last the Tide is Coming In
© 2014 Halogen Software. All rights reserved. All contents are confidential.

14. Who’s Playing on Our Team
Michael Bloomberg The Prince of Wales
© 2014 Halogen Software. All rights reserved. All contents are confidential.
Mary Schapiro
Richard Branson

15. © 2014 Halogen Software. All rights reserved. All contents are confidential.
What’s the Goal?
• Beyond financial measures
• Concise
• Relevant
• An integrated story

16. What Gets Reported?
© 2014 Halogen Software. All rights reserved. All contents are confidential.
Atlantia

17. © 2014 Halogen Software. All rights reserved. All contents are confidential.
What Gets Reported

18. Many Human Capital Metrics are Reported
© 2014 Halogen Software. All rights reserved. All contents are confidential.
• Diversity
• By level
• By ethnic group
• By geography
• Employee surveys
• Engagement
• “Proud of what we do”
• “Passionate about customers”
• Health and safety
• Number of lost time injuries
• Career mobility
• # of internal promotions &
transfers
• Labor relations
• % unionized
• # of grievances
• Recruiting
• #of new hires, by gender,
region..
• Reward
• Average pay increase for
managers…

19. How to Decide What to Report
• Do stakeholders expect it?
© 2014 Halogen Software. All rights reserved. All contents are confidential.
• (e.g. Diversity)
• Do we have the data?
• (e.g. Investment in training)
• Does it help tell our story of value creation?
• (e.g. Leadership quality)

20. A Model to Organize the Story
© 2014 Halogen Software. All rights reserved. All contents are confidential.

21. The Best Way to Start
• Do something internal now, so you are ready to do
something external when asked
• Do something relevant, concise and easy for
stakeholders to understand
• Pick three strategic business initiatives then tell the
story of how human capital investments support those
initiatives
• Make sure you have some metrics to support your
story
• Frame the “so what?” in terms of risk management
• Later on, add in any other metrics stakeholders
expect
© 2014 Halogen Software. All rights reserved. All contents are confidential.

22. © 2014 Halogen Software. All rights reserved. All contents are confidential.
For example…
• Issue: Rapid growth in China
• Human capital investment: New software to speed
recruitment
• Story: Explain what & why
• Metrics: e.g. Number of hires, Time to fill (in China),
Quality of hire (in China).
• Risk: Insufficient recruitment would put revenue
targets at risk

23. © 2014 Halogen Software. All rights reserved. All contents are confidential.
The big metrics
• Heath & Safety
• Lost time due to injury
• Fatalities
• Skills
• Investment in training
• Hours of training / employee
• Leadership
• Relevant employee survey results
• Alignment
• Relevant employee survey results
• Engagement
• Engagement score
• Talent pipeline
• Depth of succession pool

24. Making it happen in real life
Customized based on
what you need to report
Customized based on
what you need to report
© 2014 Halogen Software. All rights reserved. All contents are confidential.
on: Diversity, Age,
Gender, Geography,
on: Diversity, Age,
Gender, Geography,
Unionization
Unionization

25. Talent Management Tools that Support Reporting
© 2014 Halogen Software. All rights reserved. All contents are confidential.
Customized based on
what you need to report
Customized based on
what you need to report
on: Tenure, Career
on: Tenure, Career
Mobility
Mobility

26. Strong Data Foundation Gives Insight Across Talent Programs
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27. At-a-Glance: How is the organization tracking against
corporate objectives?
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28. At-a-Glance: Is Learning & Development Happening and
Effective?
© 2014 Halogen Software. All rights reserved. All contents are confidential.

29. Drill-down: Succession Pipeline
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30. What it Means to You
© 2014 Halogen Software. All rights reserved. All contents are confidential.

31. © 2014 Halogen Software. All rights reserved. All contents are confidential.
Recommendations
1. Learn the basics and talk to leadership about “human
capital reporting” in whatever context it will capture
their interest
2. Pilot an HR report
3. Create a road map to build needed systems and
processes
4. Ask to be involved

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Leveraging Employee
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Friday, December 19, 2014
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