9.3 - Blog: Measuring HR

Share a list of three HR actions/processes you feel are important to measure and communicate to the business, and why you think they are important.

1. Employee Development and Training Programs

Learning and development (L&D) are fundamental to enhancing the skills and productivity of the workforce. L&D is one of the primary ways that human capital generates economic returns. High-performing organizations develop capabilities to sustain and expand the value derived from analytics and other key initiatives (Henke, Bughin, Chui, Manyika, Saleh, Wiseman, & Sethupathy, 2016). HR can demonstrate a direct link between training investments and post-training performance by tracking participation rates, as well as improvements in skill proficiency and the impact on post-training performance. An example of ROI is when $100,000 is spent on training and overall company profits rise by a measurable amount; the ROI calculation validates continued spending.

2. Employee Engagement and Retention

Engaged employees are more productive, innovative, and less likely to leave their organization. Attrition carries significant costs (separation, recruiting, onboarding, and lost productivity), which lead to real financial impacts. Measuring engagement (through surveys, exit interviews, turnover rate, and internal mobility) enables the correlation of HR programs with changes in business results, allowing for the proactive identification and addressing of risks to the organization. An example of ROI is that reducing voluntary turnover by targeted retention programs directly increases the return on human capital investments, as less is lost to ramping up new staff and more institutional knowledge is retained.

3. Workforce Productivity and Performance Management

Maximizing the value of labor investments means consistently evaluating employee output and aligning it with company goals. Leaders at data-driven organizations measure and act on performance data to improve core operations (Henke et al., 2016). Establishing metrics for productivity, such as output per employee, goal attainment, project completion, and revenue per employee, and linking them to HR practices helps prove the value of people-related decisions. An example of ROI is quantifying output relative to the cost of employment (wages and benefits), identifying where the best returns are coming from, and determining where interventions would improve ROI.

Reference

Henke, N., Bughin, J., Chui, M., Manyika, J., Saleh, T., Wiseman, B., & Sethupathy, G. (2016, December 7). The age of analytics: Competing in a data-driven world. McKinsey Global Institute. https://www.mckinsey.com/capabilities/quantumblack/our-insights/the-age-of-analytics-competing-in-a-data-driven-world

Comments

Post a Comment

Popular posts from this blog

5.3 Blog: Interviewing

Reflect on the types of interviews and discuss which interviewing methods you would be best at as an interviewer and best at as an interviewee. Are they the same? Share some personal experiences in your reflection.  Interviewer Standpoint As an interviewer, I don't consider myself in the hot seat because, after all, I'm gainfully employed. However, I would enjoy the opportunity to collaborate with other departments to conduct interviews with potential candidates and learn about the skills they bring to the table. "Group interviews provide an opportunity to observe candidates in a simulated team environment" (Graf, 2024, p. 1). One of my strengths is my ability to be inquisitive and ask the right questions. It helps me collaborate with my hiring team and connect with the candidate; everyone feels open and comfortable. Interviewee Standpoint As an interviewee, the selection process can put perceived pressure, especially when I'm passionate about the company or job r...
Read more

3.3 - Blog: Recruitment and Marketing

Discuss what makes your organization (or one that you worked for) an incredible or not-so-incredible place to work? The U.S. Navy presents an outstanding opportunity, aligning with a commitment to excellence, the development of leadership skills, and career preparation. The Navy promotes a Culture of Excellence that motivates individuals to reach their highest potential. When collaborating with reliable shipmates, a sense of community emerges that appeals to prospective candidates. In preparation for its future leaders, the organization provides structured education, on-the-job training, and independent learning, all of which closely align with the Navy's Core Values. Upon enlisting and up to the E-4 rank, the Enlisted Leader Development Course is introduced providing basic naval practices alongside leadership and ethical decision-making for Sailors up to the E-4 rank. As the Sailor progresses to E-5, the Intermediate Leader Development Course concentrates on aligning personal ...
Read more

4.3 - Blog: Application Tracking System (ATS)

For this blog, I found an HR Manager job posting on LinkedIn and Indeed that was based in New York. One job posting (LinkedIn) was for an HR Manager role with Aspen Dental, and the other was with  What appealed to you about the job board you selected?  Take note of your experience while on the board. Was it easy to use? Overwhelming? Reflect on how you felt, the content, and the look and feel of the board. Note things that you deem favorable and less favorable. LinkedIn The Positive LinkedIn has a simple interface similar to that of other job boards, such as Monster and Indeed. I can efficiently utilize standard filters to search by experience level, location, company, job type, and industries. The most significant advantage is that the platform is a professional social media, and various employers and talent acquisition companies are active on the website. You're empowered to reach out within the company network when actively applying for a role. The Negative I don't like tha...
Read more