HR Assessments & Metrics

Comment

Comment by Ayaz Mahmood on August 9, 2010 at 6:52am

I think we could make the difference by assessing people for their benefit and for the organizations, simultaneously. It would be fatal for the performance of the organizations that don't assess their Human Resource before putting them to work. HR baby would mature only with the continuous process of assessment frequently. My very best regards to all group members as I would like to share ideas and practices for further knowledge & expertise!
Ayaz Mahmood

Comment by Patrick Bradshaw on November 24, 2009 at 3:53pm

Here is a link to a webinar the we recently did with ASTD, it was titled The Value of Evaluation: Making Training Evaluations More Effective

Comment by Nadeem Tahir on November 8, 2009 at 10:40am

Hello, I work for a Telecom company as GM. By subscribing this group, would help me to improve my skill sets

Comment by Deborah Freeman, BA, PHR, CAAP on December 27, 2008 at 2:32am

Here is a copy of my HR staffing to employee... but I need a second pair of eyes to review my numbers.

HR FTE EE's HR Ratio
Annual 5.5 426.17 1.3

25th Per Median 75th Per
Organization Size: 250 to 499* 0.53 0.80 1.15
*SHRM 2008 Benchmark results

Comment by Dr. Janice Presser on August 27, 2008 at 9:38am

Catherine, what is going into those benchstrength metrics? If they aren't sufficiently robust, they may be narrowing the field too much. And if they define jobs without analyzing what that means in terms of how people actually do what's required, they may be creating their own "hard to fill" positions! One great example from my experience is the company who wanted well organized sales people instead of have a bunch of great sales people plus a fabulous sales assistant to keep the organizational details under control while the sales people just sold.

Comment by Cathy Missildine-Martin on August 25, 2008 at 12:59pm

I am seeing a lot of our clients focusing on benchstrength metrics as a lot of them are experiencing retirements and hard to fill positions.

Comment by Dr. Janice Presser on August 15, 2008 at 11:09pm

It's my observation that poorly fitting employees soak up a disproportional amount of HR time with absolutely no ROI on the HR professional's time. This makes it even more of a challenge to show any business value. No business value and HR gets to sit at the children's table.

Comment by Etienne (The Happy Employee) on August 6, 2008 at 5:12pm

Jon, I really like the first slide. In my experience many HR departments talk about "HR" but are still struggling with "Personnel". And of course, we would all love to live in an "HCM" world (is this the famous seat at the table?).

Comment by Jon Ingham on July 18, 2008 at 6:29am

You can see my framework for measuring HR / HCM here:

http://docs.google.com/Presentation?id=dq2xmb4_220fmnq4hhj

Description of their use are in my book, or at various places in my blog (http://strategic-hcm.blogspot.com) - use the category HR Measurement

Comment by Steen Kok Madsen - The HR Dragon on July 15, 2008 at 5:26am

I am certified in MBTI (1) and Thomas Internationals version of DiSC. In relation to Breanne's question I love working with the MBTI. :-) Gives good insight without focusing on problems, but rather the relational insight.

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