The metrics that will be most important to a business leader are likely to include measures of culture, leadership capability, workforce composition and diversity and employee welfare.

An organisation’s culture is key to achieving its strategic aims, enabling a business to develop the right workforce, the right working practices and the right organisational reputation.

Leadership capabilities drive and sustain this culture and ensure that their strategy delivers optimal value to its key stakeholders.

Measures of workforce composition and welfare help business leaders understand its leadership pipeline as well as key organisational condition that cultivate its future leadership, drive positive culture and promote employee engagement.

Measures that are likely to be of interest to business managers include innovation, agility and resilience, workforce planning, performance management, workforce potential and workforce costs.

Key to business success is an organisation’s ability to be innovative and react quickly to change. Having the right people in place is essential to achieve this but planning ahead for changes in these key roles is equally important.

Understanding the workforce using measures of skills, costs and abilities will help business managers – from HR to operations to finance – to ensure their people are being utilised to best effect, to develop their competitive advantage, and to drive high performance throughout the organisation.

Measures that are likely to be of interest to investors and other external stakeholders include organisation performance, business operating model, knowledge management, workforce costs and regulatory compliance.

Strong organisation performance is essential for investors but understanding the components and drivers of that performance are important too.

The role of people in the business model and the effectiveness of an organisation’s knowledge management are key indicators of the long-term sustainability of their performance.

At a fundamental level, the cost of an organisation’s workforce and its measures of compliance will help investors understand how an organisation is developing in these areas and investing in long-term growth.

Not sure how the Valuing your Talent Framework can help your organisation?

Rearrange the statements below to fit with your organisation's priorities to discover which categories could be most useful to you. 

1. Workforce productivity

   The ability of your workforce to generate outputs and outcomes and an efficient and effective rate.

2. Organisation culture

   The combination of values and behaviours that contribute to your unique organisational environment often described as ‘the way we do things around here’.

3. Organisation development and improvement

   The process of making your organisation more effective in delivering its objectives through the involvement of your people.

4. Workforce planning and talent pipeline development

   The process of aligning your organisation’s current and future business needs with your workforce capability.

5. Workforce engagement and wellbeing

   This describes your employees’ commitment and satisfaction with the job they do, and their mental, physical and financial health.

6. Organisation performance and success

   Your organisation’s performance compared to its objectives as well as its ability to ensure a strong financial outlook and stability for the future.

7. Human capital investment and development

   Your organisation’s approach to building organisational knowledge and individual human capital through investments in training, and workplace improvement/development activities.

8. Diversity and inclusion

   Your organisation’s commitment to diversity in the workforce, which will include race, gender, ethnicity, age, personality, cognitive style, education, sexuality amongst others.

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