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.
Interesting McKinsey study on ESG
It is becoming increasingly essential for companies to understand and address the effects that externalities can have on their social license. The latest McKinsey Global Survey on environmental, social, and governance (ESG) issues asked more [...]
Is HR succeeding in the balancing act? (1/2)
According to Gartner, 47 percent of HR managers are currently planning to increase their HR budgets in view of the economic pressure, supply bottlenecks and scarce talent. […]
HR reporting – get the basics right
HR reporting involves the collection and analysis of HR data in order to collect different HR metrics depending on the company’s objectives. This data is analyzed using simple descriptive statistics procedures or statistical association measures. [...]
Consistency factors of an HR structure
The temptation to start structure discussions with “box-painting” is still great. […]
Is there a need for a new cultural agenda?
Culture presents a complex challenge for organizations, one that has only been exacerbated by the pandemic and the shift to hybrid working. […]
“Strategic HR” – also in execution
Strategy and HR are not easy to bring together. Even if this seems to work, the transition from development to implementation is a major challenge. […]