There is a general view that you cannot measure much in HR because it is all about people. If anyone comes up with any meaningful measures it might be limited to staff turnover, absenteeism and perhaps a few payroll related statistics. However some organisations have managed to implement a comprehensive array of both hard and soft HR measures - and of course others can learn from this experience.
If HR Professionals could add this measurement skill-set "string to their bow", then surely would this not help more to win a position on the Board and influence key decisions in the organisation's future?
There has never been a better time to put this change into effect. With the advent of new technologies and integrated web-based software systems to largely automate HR transaction processing (such as Line-Manager and Employee Self-Service tools), it is giving HR professionals the chance to free up more of their time to contribute to more value added activities such as wealth creation in their organisation.
In order to be successful in this new environment, it is essential that HR Professionals first get to grips with understanding and implementing an informative range of HR measures that can support the decision-making process for future HR and organisational strategies.
Send to a friend
Print Format
