Hr Executive - Deloitte
Hr - Generalist
This my first mail, my name is Tamanna. I am working in GCI, as HR-Corporate Recruitment.
Help required by the HR Forum:
Would appreciate if anyone can guide me regarding measuring the performance of an HR department with the help of Matrix.
How can we measure the performance of HR department and not the individuals..??
Do we have any tools..?? Which Matrix will help me in measuring the HR Department..??
Please suggest me something.
18th March 2006 From India, Vadodara
I am Gurupriya. This is my first mail.
I am working with a IT company as HR Executive in Bangalore.
well i have been struggling to know the procedure to post replies. Can any one help me in this regard?
to Answer Tamanna's question,
i may not be able to give you the basic details, but just sharing my thoughts with you.
as to measure HR performance or to quantify HR contributions you may use 'HR Score card'. this is one of the tools used to quantify HR performance, but this majorly benefits huge organizations.
you may use the concepts of the same at your workplace!!!
below is just a snap shot of what Score card is ?
What is a HR scorecard and how is it implemented?
The HR scorecard is a method for Human Resources to position itself as a strategic planning partner with line managers and executives in the organization. A detailed and excellent book on this topic is The HR Scorecard, by Becker, Huselid, and Ulrich. This book is available on either Amazon.com or the Society for Human Resource Management's web site.
The premise for an HR scorecard is that HR can and should develop metrics to demonstrate how HR activities impact profitability. The process we recommend is:
1) Identify the critical deliverables for Human Resources.
2) Identify HR's customers (for the deliverables).
3) Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
4) Conduct a cost-benefit analyses of activities that provide deliverables.
Lastly, it's important to ask the right questions to determine if HR is providing the appropriate deliverables. Examples of these questions are:
How many exceptional candidates do we recruit and retain for each strategic job opening?
How many hours of results-oriented training do new employees receive annually?
What is the differential in merit pay between high-performers and low-performers?
18th March 2006 From India, Bangalore