Hello,
I Was studying Management Control Systems and was wondering how it can be used in HR. As most of the HR Activities are non-quantifiable eg. training, development, payroll etc... how can we have a management control system in place to keep a tab on the HR activities like training and devt or recruitment activities. Have such systems been implemented in any organisations you know of? Can you please share your thoughts/views?
From India, Pune
I Was studying Management Control Systems and was wondering how it can be used in HR. As most of the HR Activities are non-quantifiable eg. training, development, payroll etc... how can we have a management control system in place to keep a tab on the HR activities like training and devt or recruitment activities. Have such systems been implemented in any organisations you know of? Can you please share your thoughts/views?
From India, Pune
Hi,
First is think we must have a clear understanding of the activities of HR. All activities in HR are quantifiable and have certain metrics attached.
If you are taking of T&D.. we can evaluate training process using past performance data and desired future performance . And various other training programs can be tracked by having clearly defined objectives and on the job training and one can assess the effectiveness of training.
You will get more information online. which may make ur understanding more clear.
From India, Pune
1First is think we must have a clear understanding of the activities of HR. All activities in HR are quantifiable and have certain metrics attached.
If you are taking of T&D.. we can evaluate training process using past performance data and desired future performance . And various other training programs can be tracked by having clearly defined objectives and on the job training and one can assess the effectiveness of training.
You will get more information online. which may make ur understanding more clear.
From India, Pune
Dear Melwin,
My comments for your statements are as below: -
"As most of the HR Activities are non-quantifiable eg. training, development, payroll etc... how can we have a management control system in place to keep a tab on the HR activities like training and devt or recruitment activities."
I beg to differ with you. Who told you that HR activities are non-quantifiable? You measure gap in skill and knowledge of every employee. Once you measure it, find out how this gap has reflected on the balance sheet of the company. The real skill of HR is how to do this.
Secondly, you measure effectiveness of recruitment. How cost of poor recruitment has reflected into the balance sheet of the company.
Thirdly, you measure the number of errors in the payroll. These errors result in demoralisation or de-motivation of the staffs. Measuring this is only a challenge. However, payroll processing should be completely error-free. Measure how many errors are happening per employee per year.
Have such systems been implemented in any organisations you know of? Can you please share your thoughts/views?
Not in many companies, this is followed. However, this does not mean that the process is not there at all.
Ok...
Dinesh V Divekar
From India, Bangalore
My comments for your statements are as below: -
"As most of the HR Activities are non-quantifiable eg. training, development, payroll etc... how can we have a management control system in place to keep a tab on the HR activities like training and devt or recruitment activities."
I beg to differ with you. Who told you that HR activities are non-quantifiable? You measure gap in skill and knowledge of every employee. Once you measure it, find out how this gap has reflected on the balance sheet of the company. The real skill of HR is how to do this.
Secondly, you measure effectiveness of recruitment. How cost of poor recruitment has reflected into the balance sheet of the company.
Thirdly, you measure the number of errors in the payroll. These errors result in demoralisation or de-motivation of the staffs. Measuring this is only a challenge. However, payroll processing should be completely error-free. Measure how many errors are happening per employee per year.
Have such systems been implemented in any organisations you know of? Can you please share your thoughts/views?
Not in many companies, this is followed. However, this does not mean that the process is not there at all.
Ok...
Dinesh V Divekar
From India, Bangalore
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