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The Higher Ed Workplace Blog

Posts from the ‘Metrics’ Category

Data Talks: Using HR Metrics and Visualizations to Persuade and Inform

by Missy Kline

Did you know that 90 percent of information transmitted to the brain is visual? That visuals are processed 60,000 times faster than text? That the brain can get the sense of a visual in less than 1/10 of a second? That visuals and emotions are stored in the same part of the brain? For these reasons and more, visuals are much more effective than text at persuading, informing and catching the eye of those you’re trying to reach.

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Why and How One University Hit the Reset Button on Performance Management

by Missy Kline

Performance reviews in the vast majority of organizations follow this trajectory: setting objectives, feedback, manager assessment and rating, consensus meeting, salary/bonus decisions. But does this process really work? Is it efficient? Is it consistent across the organization? Is it viewed as a value-add? Most people would answer with a resounding “no.” So what’s the solution? For Pennsylvania State University, it was blowing up its current process and starting fresh.

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How One HR Organization Is Using Data to Drive People Strategies

by Missy Kline

data-analysisUniversity of Missouri System’s HR organization is a great case study in how human resources can use people data to identify workforce trends, identify and address challenges, and help university leaders and managers make sound workforce-related decisions.

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How to Use Benchmarking to Ensure Competitive Pay for Faculty

by Jacqueline Bichsel

applesOne of the best strategies higher ed institutions can use to attract and retain talented, top-tier faculty is to offer competitive pay. And one of the best ways to ensure your institution is offering competitive pay is to benchmark that pay against other institutions. So what should you look for when benchmarking faculty salaries?

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Metrics 101

by CUPA-HR

metrics-300How is HR perceived in your organization? Are you a valued business partner included in strategic decisions and institutional initiatives? Or are you seen as just another cost center, a necessary evil, a transaction-focused “fire-putter-outer”? Unfortunately, many stakeholders in many organizations still hold onto that outdated, unfair, unrealistic perception of human resources. So how can we get past these perceptions and prove our value to our leaders, our constituents, our customers and our organizations? With metrics, that’s how!

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