Hi Everyone,
I've been measuring the performance of our company in terms of turnover, hiring, attendance, medical leaves, etc for years now.
But what I would truly like to know is that, How do we measure the performance of the HR Dept? As in the quality of the department/our performance in opposing to the performance of the human capital.
I would love to hear your views on this. Thank you.
From Malaysia, Penang
I've been measuring the performance of our company in terms of turnover, hiring, attendance, medical leaves, etc for years now.
But what I would truly like to know is that, How do we measure the performance of the HR Dept? As in the quality of the department/our performance in opposing to the performance of the human capital.
I would love to hear your views on this. Thank you.
From Malaysia, Penang
Dear Kerayzee,
You could have searched this forum. Anyway check the following links. These are my replies to the previous posts:
https://www.citehr.com/385477-meetin...ml#post1766208
https://www.citehr.com/328790-hr-sta...ml#post1503992
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
7879You could have searched this forum. Anyway check the following links. These are my replies to the previous posts:
https://www.citehr.com/385477-meetin...ml#post1766208
https://www.citehr.com/328790-hr-sta...ml#post1503992
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear Mr. Dinesh, Thanks you very much, very good information share by you also have you formula related above point? Please share with us.. Thanks, Regards, J.N.Modi
From India, New Delhi
From India, New Delhi
Hi,
Please send out 'Employment Satisfaction Survey Questionnaire' to all Employees including top executives,middle level employees,staff and workers in a single page with about 10-12 Questions.This Questionnaire can be published in your company intranet site.Please encourage your employees to answer those questions without mentioning their employee ID or name.Please analyze such results and bring out Employee satisfaction index on 1-4 scale.1 rating means Highly satisfied,2-Needs Improvement,3 means for Neither Satisfied or Unsatisfied and 4 meant Not at all Satisfied etc.
Your Analysis must find the root answers for Employees dissatisfaction or satisfaction and share this analysis with your employees and ask for more feedback during this publication of results.Top Executives may be present during such session,but,most importantly the top executive present during such session must be a Change Manager who can give proper feedback on Employee Feelings and/or poor pay or allowances etc to higher management and bring corrective action.
If you continue this exercise every six months,results are bound to come in company's favour.
All The best
Regards
Harirajan
From India, Mumbai
Please send out 'Employment Satisfaction Survey Questionnaire' to all Employees including top executives,middle level employees,staff and workers in a single page with about 10-12 Questions.This Questionnaire can be published in your company intranet site.Please encourage your employees to answer those questions without mentioning their employee ID or name.Please analyze such results and bring out Employee satisfaction index on 1-4 scale.1 rating means Highly satisfied,2-Needs Improvement,3 means for Neither Satisfied or Unsatisfied and 4 meant Not at all Satisfied etc.
Your Analysis must find the root answers for Employees dissatisfaction or satisfaction and share this analysis with your employees and ask for more feedback during this publication of results.Top Executives may be present during such session,but,most importantly the top executive present during such session must be a Change Manager who can give proper feedback on Employee Feelings and/or poor pay or allowances etc to higher management and bring corrective action.
If you continue this exercise every six months,results are bound to come in company's favour.
All The best
Regards
Harirajan
From India, Mumbai
Dear Mr.Dinesh and Mr.Harirajan + everyone else,
Thank you very much for your views. I do agree on the satisfaction survey.
But as for the Department itself, how do we measure the quality of it? The normal KPIs that we normally measure is because we have the data with us. As for the effectiveness of the department itself; how do we measure it? I would love to hear from your experiences. Thank you :)
From Malaysia, Penang
Thank you very much for your views. I do agree on the satisfaction survey.
But as for the Department itself, how do we measure the quality of it? The normal KPIs that we normally measure is because we have the data with us. As for the effectiveness of the department itself; how do we measure it? I would love to hear from your experiences. Thank you :)
From Malaysia, Penang
It is very simple to measure effectiveness of HR Department.I am giving below few KPI for HR Department which I had drawn from my own 3 decade of experience in different manufacturing and IT Industries.In IT Industry,HR is given more important role because they recruit large number of people in batches of 20,50,100,200 etc.But in manufacturing industries,number of such manpower requirements are less and therefore HR department is often seen as one functional department dealing with more workers and staff related issues and welfare on absenteeism,overtime etc.However,below KPI is same for both these industries.These KPI's may look silly but I feel they provide very important role in retaining the people in the organization for longer period.
1.Quality of Food provided in Canteen
2.Time taken by HR department for transfer of PF from earlier Organization
3.Settlement of PF for retired/retrenched employees
4.Time to settle Medi-claim/Insurance claims towards accidents/hospitalization etc
5.Night Shift facilities/allowances
6.Timely distribution of safety shoes/company uniform/Helmet etc
7.HR representative visiting Workers admitted in Hospitals due to accident/illness for atleast 2-3 times.
8.Attending condolences in case of death of kith and kin of employees
9.Marriage/Special Gift for Newly Weds/New born for employees of company
10.Special increment for outstanding performers especially young engineers during any special day like independence day etc
11.flexi working hours/working from Home option for 1-2 days in a month
12.Scholarship for Kids from company employees
13.Arranging a picnic by HR Department for all employees atleast two times in a year.
14.Rotation of Managers from one department to another department every two years.Like,Quality Head can take Production Head Role etc.Similarly,Rotation of staff from one department to another department.Persons works at QC can take up Production Role.Networking engineer can take DBA role.IT infrastructure person can do software development etc.This will eliminate all sorts of office politics and favouritism.
16.Software for 360 degree open appraisal on company intranet site if this is not available.
17.Deputation of persons for outside training from every department and publication of training calender planned vs actual.
The list is endless and more you are creative and transparent,better will be the climate and employee satisfaction level in the company.After all,you need certain budget to initiate and carry out such tasks on regular basis every year which can be discussed with appropriate senior person of the company like factory head/CEO etc.
Regards
Harirajan
From India, Mumbai
1.Quality of Food provided in Canteen
2.Time taken by HR department for transfer of PF from earlier Organization
3.Settlement of PF for retired/retrenched employees
4.Time to settle Medi-claim/Insurance claims towards accidents/hospitalization etc
5.Night Shift facilities/allowances
6.Timely distribution of safety shoes/company uniform/Helmet etc
7.HR representative visiting Workers admitted in Hospitals due to accident/illness for atleast 2-3 times.
8.Attending condolences in case of death of kith and kin of employees
9.Marriage/Special Gift for Newly Weds/New born for employees of company
10.Special increment for outstanding performers especially young engineers during any special day like independence day etc
11.flexi working hours/working from Home option for 1-2 days in a month
12.Scholarship for Kids from company employees
13.Arranging a picnic by HR Department for all employees atleast two times in a year.
14.Rotation of Managers from one department to another department every two years.Like,Quality Head can take Production Head Role etc.Similarly,Rotation of staff from one department to another department.Persons works at QC can take up Production Role.Networking engineer can take DBA role.IT infrastructure person can do software development etc.This will eliminate all sorts of office politics and favouritism.
16.Software for 360 degree open appraisal on company intranet site if this is not available.
17.Deputation of persons for outside training from every department and publication of training calender planned vs actual.
The list is endless and more you are creative and transparent,better will be the climate and employee satisfaction level in the company.After all,you need certain budget to initiate and carry out such tasks on regular basis every year which can be discussed with appropriate senior person of the company like factory head/CEO etc.
Regards
Harirajan
From India, Mumbai
Hi Mr.Harirajan,
Thank you very much for your knowledge. I absolutely see what you are trying to portray with all the items listed above, and I do not think that any of them are silly :)
Thank you once again and I shall learn from the guidance from all of you who have shared here.
Have a great week,
Janice
From Malaysia, Penang
Thank you very much for your knowledge. I absolutely see what you are trying to portray with all the items listed above, and I do not think that any of them are silly :)
Thank you once again and I shall learn from the guidance from all of you who have shared here.
Have a great week,
Janice
From Malaysia, Penang
Dear Sir,
The HR Department is supporting Department.
Management will see the performance in the areas of Manpower Supply, Employment,
effective utilization, Machines stopped for want of manpower. Absenteeism, Leaves availed, Man Hours engaged on O.T. Stoppages of work due to unrest, petty issues etc. into consideration.
D.Gurumurthy
LL.HR & IR Consultant
From India, Hyderabad
The HR Department is supporting Department.
Management will see the performance in the areas of Manpower Supply, Employment,
effective utilization, Machines stopped for want of manpower. Absenteeism, Leaves availed, Man Hours engaged on O.T. Stoppages of work due to unrest, petty issues etc. into consideration.
D.Gurumurthy
LL.HR & IR Consultant
From India, Hyderabad
Thank you for your view, Mr.D.Gurumurthy,
In our company, we would like to have all Departments significant. No doubt HR is there to support everyone else. However, if we view the Department on its' own, we would want for it to have a certain quality in it. So I'm trying to get everyone's view on how to make the Dept itself better. I hope you are able to see where I am coming from.
Thank you.
Janice
From Malaysia, Penang
In our company, we would like to have all Departments significant. No doubt HR is there to support everyone else. However, if we view the Department on its' own, we would want for it to have a certain quality in it. So I'm trying to get everyone's view on how to make the Dept itself better. I hope you are able to see where I am coming from.
Thank you.
Janice
From Malaysia, Penang
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