Hi all,
This is Irfan. I want to know how we can quantify HR practices in terms of numbers. Is there a method available to do this, or can anyone suggest some references where I can find the solution to this question. This is the biggest question for the whole HR community on how to quantify our work. Please share your valuable knowledge with me. Looking forward to your response.
Thank you,
Irfan
From China, Beijing
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This is Irfan. I want to know how we can quantify HR practices in terms of numbers. Is there a method available to do this, or can anyone suggest some references where I can find the solution to this question. This is the biggest question for the whole HR community on how to quantify our work. Please share your valuable knowledge with me. Looking forward to your response.
Thank you,
Irfan
From China, Beijing
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Dear Irfan,
I would like to put things this way: "If something exists, it exists in quantity. If it exists in quantity, it can be measured."
Performance appraisal: In this case, it is measured using various tools like 360-degree feedback.
Recruitment & selection: Here, the outcome of a test or interview is converted into a quantitative form, such as ratings or scores. So, I believe all HR practices can be quantified.
Durga
From India, Coimbatore
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1I would like to put things this way: "If something exists, it exists in quantity. If it exists in quantity, it can be measured."
Performance appraisal: In this case, it is measured using various tools like 360-degree feedback.
Recruitment & selection: Here, the outcome of a test or interview is converted into a quantitative form, such as ratings or scores. So, I believe all HR practices can be quantified.
Durga
From India, Coimbatore
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Hi,
You can't improve what you can't measure. So metrics must be developed based on the priorities of the strategic plan, which provides the key business drivers and criteria for metrics that managers most desire to watch. Processes are then designed to collect information relevant to these metrics and reduce it to numerical form for storage, display, and analysis. Decision makers examine the outcomes of various measured processes and strategies and track the results to guide the company and provide feedback.
Irfan asked, "Is there any method available to do this?"
Balanced Scorecard is the method you can use.
Regards
From India, Madras
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You can't improve what you can't measure. So metrics must be developed based on the priorities of the strategic plan, which provides the key business drivers and criteria for metrics that managers most desire to watch. Processes are then designed to collect information relevant to these metrics and reduce it to numerical form for storage, display, and analysis. Decision makers examine the outcomes of various measured processes and strategies and track the results to guide the company and provide feedback.
Irfan asked, "Is there any method available to do this?"
Balanced Scorecard is the method you can use.
Regards
From India, Madras
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Innovative HR Practices-.doc
Future of HR Metrics.ppt