Cockpit Project HR component Status 15 4 2008

Cockpit Project HR component Status 15. 4. 2008

Phase 1 Management Cockpit conception A Translate strategy into operational terms ü • Understand the business context • Identify the key challenges of each entity • Identify the 6 strategic objectives B C Define the Scorecard ü Deliverables : • Define the questions / domains • Select the indicators • Get Management Commitment Perform technical feasibility • ü • Analyze the current reporting applications • Identify the data sources • Propose the best reporting solution • High Level Definition of HR & FI indicators Mock-up / Prototype of a selected data-samples

Phase 2 Management Cockpit implementation D Detail indicators E Implement the Cockpit solution F • Define the indicators parameters • Fine-tune the indicators • Design the visuals • Install and parameterize the software • Create & automate the visuals • Validate visually the indicators Enable Management Cockpit autonomy • Train the Cockpit Officer • Get Management Commitment • Facilitate the first Cockpit Briefing Deliverables : • • • Detailed Specifications of FI KPIs Detailed Specification of HR KPIs Implementation of FI Cockpit On hold • Implementation of HR Cockpit

Sample KPI HR Workforce Challenge As we move from LHC construction to operation - so we have the right people in the right place?

Sample KPI HR Recruitment Challenge Are we attracting the right people?

Sample KPI HR Retention Challenge Are we retaining the required people?

Sample KPI HR Demographics Challenge Do we have balanced returns across the Member States?

Sample KPI HR Workforce Challenge What is our optimal workforce capacity?

Sample KPI HR Succession Planning Challenge Are we managing our age & seniority?

HR Cockpit Lessons Learned from FI • Start simple, keep indicators few • Validate data before visualising • Independence of Software Choice Status • Key Data available & being validated • Visualisation alternatives being investigated • Visuals being assembled

Next Steps for HR • Complete Data Validation (Apr 08) • Tool Selection (May 08) • Dashboard Configuration

Side Effects Recruitment • Increased Monitoring in HR – Pro-active not re-active – Active not passive Programmes RPM Monitoring • Across multiple HR processes – Recruitment – Retention – Career Development (MARS) – Training “You can’t manage what you don’t measure. . . ”

Some samples These samples are just functional tests demonstrating the expected level of interactivity. They do not yet represent fully functional KPIs