Why to have a HRM measurement?
Major barrier for HR function to show its impact to the overall financial results, is the lack of methodology or ability to deliver such measurement activities. This was the reality in the past and still remains valid today. Before designing any measurement system, HR professionals must convince themselves first of all about the true benefits of having such quantitative systems. Let me state briefly some of them;
To determine whether an HR system or process is accomplishing its objectives,
To identify the strengths and weaknesses of HR processes,
To calculate the return on investment in an HR process/system,
To establish a database for assisting management in decision making,
To provide benchmark data, and to compare results with competitors,
To identify performance gaps that should be analyzed and eliminated in the Organization.
To identify the strengths and weaknesses of HR processes,
To calculate the return on investment in an HR process/system,
To establish a database for assisting management in decision making,
To provide benchmark data, and to compare results with competitors,
To identify performance gaps that should be analyzed and eliminated in the Organization.
No comments:
Post a Comment