Where Workforce Metrics fit in this cycle is between Information and Management.  The role of Workforce Metrics is to collate and rationalise the plethora of Information available into concise and distinct data models.  These data models are what are presented to Management from which considered and objective policy decisions can be made.

As highlighted in the opening slide, these data models can come in many guises from simple spreadsheets right through to Web based Dashboards.  Now Workforce Metrics can also have many names, like Business Intelligence, Analytics, Key Performances Indicators.  All these terms all elude to the same thing, which is providing some form of focused information which is collated and presented for a specific purpose.

There are also many collation methods that have a raft of new names and methodologies such as OLAP Cubes, Data Mining, Data Warehousing, Analysis Services, MetaData. These are all just mechanisms that organise information into useable collections of information…. hopefully.

Hopefully?  This is where things can get out of control.  It is the definition of the Data Models and collation methods that will take the most time, and unchecked can quickly escalate in effort and cost.  Even worse, if not well thought out and designed, can actually deliver very little.