Conversation 1:
HR: "I think we should do it this way."
Business: "How do you know? You don't even understand our business."
Conversation 2:
HR: "We bring value to your business."
Business: "Show me how?"
HR: "This is what we did last year and this is what we plan to do next year."
Business: "That's great. But, where are the metrics that point out your impact on business, productivity, etc.?"
HR: "Hmm. Most of the work that we do is intangible. It's wrong to expect us to measure it."
Business: "OK?"
[Click here to read more - How to convince others to take HR seriously?](http://jobsxs.com) [*link updated to site home*]
From India, Pune
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3HR: "I think we should do it this way."
Business: "How do you know? You don't even understand our business."
Conversation 2:
HR: "We bring value to your business."
Business: "Show me how?"
HR: "This is what we did last year and this is what we plan to do next year."
Business: "That's great. But, where are the metrics that point out your impact on business, productivity, etc.?"
HR: "Hmm. Most of the work that we do is intangible. It's wrong to expect us to measure it."
Business: "OK?"
[Click here to read more - How to convince others to take HR seriously?](http://jobsxs.com) [*link updated to site home*]
From India, Pune
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Hello Om,
I agree with the article. If HR needs to evolve itself as a strategic partner in business, it needs to align HR initiatives with business goals. This requires understanding the business and the way it operates, establishing a direct impactful relationship between the initiatives and the business, and developing metrics to measure it. For example, they should develop a tool to assess the output of a disengaged employee and compare it to the increase in output after they become engaged. Research and analysis may be needed to create these tools, but the effort is worthwhile. It is encouraging to see that HR is increasingly aware of the importance of playing this role.
B. Saikumar
HR & Labour Law Advisor
From India, Mumbai
Acknowledge(0)Amend(0)
I agree with the article. If HR needs to evolve itself as a strategic partner in business, it needs to align HR initiatives with business goals. This requires understanding the business and the way it operates, establishing a direct impactful relationship between the initiatives and the business, and developing metrics to measure it. For example, they should develop a tool to assess the output of a disengaged employee and compare it to the increase in output after they become engaged. Research and analysis may be needed to create these tools, but the effort is worthwhile. It is encouraging to see that HR is increasingly aware of the importance of playing this role.
B. Saikumar
HR & Labour Law Advisor
From India, Mumbai
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Future of HR Metrics.ppt
Hr metrics.doc