HR Analytics and Management Reporting for Professional Services
A short monthly pack management actually reads.
What this looks like in professional services
The parts of hr analytics and management reporting that are specific to this sector, rather than general.
People Numbers and Firm Economics
Where utilisation is the business model.
What this coversHide
People Numbers and Firm Economics
Where utilisation is the business model.
What this coversHideIn a professional firm, people reporting and financial reporting are the same exercise. Utilisation, realisation and headcount drive the economics directly.
- Utilisation and realisation by individual, team and grade
- Headcount by grade against the pyramid the firm intends
- Attrition by grade, team and partner
- Recruitment and ramp-up cost against fee contribution
- Chargeable hours distribution, including outliers at both ends
- Leverage ratios by practice area
- Progression and promotion rates by grade
- Recorded-hours outliers monitored as a wellbeing signal
Monitoring recorded-hours outliers serves two purposes at once - it identifies both the people at risk and the engagements that are mispriced.
The general method — what hr analytics and management reporting covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr reporting and analytics page. What is above is the part that differs for professional services.
Other HR topics for professional services
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for professional services, or another industry.