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Measuring HR’s impact in a small charity

Andrea
I work for a charity with around 70 employees, and I’m trying to figure out the best way to show the impact that HR makes. What should I be measuring? What kind of data is useful to collect? And are there any other ways to demonstrate the value and impact of our HR work?
Thank you in advance!
  • hi Andrea. I think that the meaningful impact would be employee satisfaction and upskilling managers to work with their team proactively.

  • I would ask the Trustees or senior managers what is important to them. Do you have a Trustee who has a particular ownership or interest in HR? What is on your risk register about people? I'd start there.

    I work for a charity with a similar number of employees (c90) and 700 volunteers. I report roughly twice a year to my colleagues on the leadership team some key HR statistics - generally voluntary turnover, casework numbers and key sickness figures. We have a working group to look at our staff survey results. Once a year I report to our Trustee Board on progress towards strategic projects, challenges faced and some stats (same as above plus any training initiatives, high level overview of volunteer data and key areas of concern). I recently checked whether they still wanted the same level of stats as we have to produce many manually but they did want the detail. At the same time of year, the People area of the Risk Register is discussed so that's a good time to flag up if any risks have changed which they need to be aware of.

    Our Trustees have also expressed differing levels of interest at different times in our EDI stats, leaver data and whether we are going to invest in succession planning (in brief, no.)

    I'm happy to chat this through if it helps.

  • What you measure is entirely up to what you or the organisation wants to know.  

    *Cost Per Hire - including averagge days taken to fill vacancies; Ratio of offers made to number of applicants.
    *training - Cost per employee and Total cost as a % of payroll.
    *Sickness absence figures + costs

    *Health care costs
    *Number of Grievances

    *accidents?

    *Cost of HR  as a Percentage of operating costs

    *Turnover costs

    etc

  • in reply to Deborah

    Thanks very much Deborah! We run an annual satisfaction survey, but the positive feedback often reflects the work of line managers rather than HR. I might need to revisit the questions to better understand HR's role in the results!

  • in reply to gemma.b

    Thank you Gemma, this is very helpful!

  • in reply to David Perry

    Thank you David, this is very helpful! You are right, I might ask managers what they want to know, and I can take it from there. 

  • I also work in HR and try to understand how to properly demonstrate my influence in small teams. Who uses what indicators or methods to measure the real value of HR in their organization?