A useful reporting system is worth more than the sum of large numbers of reports. Based on our background and experience, our reporting system is characterized as follows:
- We place the focus of our content on the areas of HR and finances. In particular, we focus on marketing and recruiting figures and indices,
- we have compiled a database on the topics of education and training and use it for benchmarking studies by fields and company sizes within the DACH-Region,
- we have a high degree of experience when it comes to product and process costs, even in our performance catalogs the standard is to include a time-driven activity-based cost approach,
- we utilize statistical-mathematical procedures to examine the connection between cause and effect,
- we combine financial and non-financial performance variables as defined by “integrated reporting” in order to sustainably support strategy implementation, and
- we depict results graphically in dashboards and prepare executive summaries within company-specific CI-concepts.
Culture and leadership – a question of attitude!
Culture and leadership are deciding factors for the success of the cause-and-effect-chain great place to work − great place to shop − great place to invest. To generate a successful corporate culture, an ongoing dialogue [...]
Practical guide to strategy implementation
In this blog entry I will turn to the actual implementation of a developed strategy. This implementation is happening on the three levels of process, structure and content. The process-related implementation can be divided into [...]
Integrated reporting – fad or actual benefit?
The dynamics of how business value is created are changing, moving from a system based largely on tangible assets to one that favors intangible ones. In the past 30 to 35 years, intangible assets have [...]
Is Workforce Analytics really necessary?
David Ulrich (born 1953) is a university professor, author, speaker, management coach, and Management Consultant. Ulrich is a professor of business at the Ross School of Business, University of Michigan and co-founder of The RBL [...]
Strategy and HCM at ABN AMRO Bank
Two days ago I published the blogpost “HR Analytics – what brings the next Generation?” (german). In doing so, I have introduced, among other things, the planned business breakfast in Zurich and the conference in [...]
Essential Challenges in Workforce Analytics
The People Analytics World 2017 in London is only a few days back; the impulses varied and valuable. There are numerous opportunities and risks in People Analytics. At the beginning of February Andrew Spence already [...]