Hello Sir,
Thanks for an elaborated post. :)
To be little honest, never heard or experienced this situation, but a good point to think over.
This was exactly the same point I am trying to convey... Measuring HR's efforts and putting them in numbers is a little difficult task for this reason. However, at the same time I do not say it's impossible, else I would not have worked on the project of HR Metrics.
Agreed to the point - HR is like a service industry but again by citing example would like to put forth my point.
Say for example we took a cab service. The driver came on time to pick us up, he was clam and serene all through the way, he managed the temperature of the cab well and the cab was clean... The speed was good and he managed well compared to the Indian road condition, Though we reached a bit late as per the destined time, we know it was only coz of the traffic we faced and he too could not help us in that matter.
Now about identifying and numbering the services, is like rating each of the above mentioned things on a scale of 1 to 10 (just for example)
And another thing is, the temperature must have been ideal for you but it was too cold for someone accompanying you and hence again the numbering would vary...
All I wanted to say was there can't be just one yardstick. Different people will judge the service provided in different way.... Let's take simple example... If the company needs a very niche technical profile which took about 60 days to close, the technical person might know that it would ideally have taken so long or still longer.... but the top management will feel 60 days to fill one position is a bad job....
I hope I've not over stepped just wanted to put forth the idea that we need to start measuring our efforts using a different scale, one that will help us to convince management how HR's efforts help the overall business...
Thanks for an elaborated post. :)
To be little honest, never heard or experienced this situation, but a good point to think over.
This was exactly the same point I am trying to convey... Measuring HR's efforts and putting them in numbers is a little difficult task for this reason. However, at the same time I do not say it's impossible, else I would not have worked on the project of HR Metrics.
Agreed to the point - HR is like a service industry but again by citing example would like to put forth my point.
Say for example we took a cab service. The driver came on time to pick us up, he was clam and serene all through the way, he managed the temperature of the cab well and the cab was clean... The speed was good and he managed well compared to the Indian road condition, Though we reached a bit late as per the destined time, we know it was only coz of the traffic we faced and he too could not help us in that matter.
Now about identifying and numbering the services, is like rating each of the above mentioned things on a scale of 1 to 10 (just for example)
And another thing is, the temperature must have been ideal for you but it was too cold for someone accompanying you and hence again the numbering would vary...
All I wanted to say was there can't be just one yardstick. Different people will judge the service provided in different way.... Let's take simple example... If the company needs a very niche technical profile which took about 60 days to close, the technical person might know that it would ideally have taken so long or still longer.... but the top management will feel 60 days to fill one position is a bad job....
I hope I've not over stepped just wanted to put forth the idea that we need to start measuring our efforts using a different scale, one that will help us to convince management how HR's efforts help the overall business...