HR Metrics #hr #shrm #cipd

HR Metrics #hr #shrm #cipd This material is copyright but may be used for non commercial purposes. Please keep the © RapidBI HR metrics For human resource departments and professionals around the world, one of the most often talked about topics is metrics... More

HR Metrics #hr #shrm #cipd
This material is copyright but may be used for non commercial purposes.
Please keep the ©
RapidBI
HR metrics
For human resource departments and professionals around the world, one of the most often
talked about topics is metrics of success.
Measures that the function can use to demonstrate to
the business leaders that they are not only adding value, but strategic in nature.

On the surface this may appear to be an easy thing to do, but as there are few legal
requirements for HR (unlike financial systems), this means that as firms grow, so their HR need
changes, and they add the services and functions (often from existing staff) on a “this will help
us” basis.
No real plan or strategy – just a “we have a problem with x lets fix it”
This means that no two HR functions are alike, so knowing what to measure is difficult.
This is
compounded by the fact that what an HR team do in one company is done by line managers in
another, and vice versa.
So again what is Less