My name is Valentine and I am a HR Manager for an automobile company. I find myself presenting boring HR reports during our management meetings in which I know I should be able to do better.
I present things like disciplinary actions, trainings, auditors who visited, introduction of new policies, industrial labour relations, manpower numbers.
I would like to ask if there is anything else which I can present during such meetings that can add value to the company and to the quality of my reports.
I would really appreciate your help in this regard.
From Vietnam, Ho Chi Minh City
I present things like disciplinary actions, trainings, auditors who visited, introduction of new policies, industrial labour relations, manpower numbers.
I would like to ask if there is anything else which I can present during such meetings that can add value to the company and to the quality of my reports.
I would really appreciate your help in this regard.
From Vietnam, Ho Chi Minh City
Dear Valentine,
Yours is a good query. HR reports need not be boring if you present that added value to the company. The prominent one is calculation of HCROI. Calculate ROI and show what efforts did you take to increase the ROI.
The second important metrics is "Employee Benefits Cost against % of Sale" in the given period.
Next is about measurement of the training effectiveness. How many training programmes were conducted and what was the ROI. Also explain how did you calculate the ROI.
Next is about number of suggestions for the product or process improvement. Employee suggestions indicate the moral and motivation of the employees.
Lastly, you may conduct some organisational surveys and what was the outcome and what changes did you make based on these results.
You may include these. As of now it is more than sufficient.
All the best!
Dinesh Divekar
From India, Bangalore
7881Yours is a good query. HR reports need not be boring if you present that added value to the company. The prominent one is calculation of HCROI. Calculate ROI and show what efforts did you take to increase the ROI.
The second important metrics is "Employee Benefits Cost against % of Sale" in the given period.
Next is about measurement of the training effectiveness. How many training programmes were conducted and what was the ROI. Also explain how did you calculate the ROI.
Next is about number of suggestions for the product or process improvement. Employee suggestions indicate the moral and motivation of the employees.
Lastly, you may conduct some organisational surveys and what was the outcome and what changes did you make based on these results.
You may include these. As of now it is more than sufficient.
All the best!
Dinesh Divekar
From India, Bangalore
Mr.Divekar, as usual, has given extremely sound advise.
You may also consider giving attrition rate with comparison with historical data and any constructive feedback from exit interviews with view to bring about improvements.
Col.Suresh Rathi
From India, Delhi
You may also consider giving attrition rate with comparison with historical data and any constructive feedback from exit interviews with view to bring about improvements.
Col.Suresh Rathi
From India, Delhi
Hello Valentine,
1. It appears from your post that you want to either make a mark in your company or you wish to really enlarge the role of HR in your company. You have to specify the following :-
a) Your company is a manufacturing organization or a trading set up.
b) What is the overalls strategy adopted by your company and then the cascading into respective
line departments strategies (e.g Finance Strategy, Marketing strategy etc) with respective
metrics for measurements.
c) How open is the culture / communications across various functional departments
2. Inputs from the aforesaid, if they have been laid down, will provide a comprehensive base for a really sound strategy which will be in sync to the overall organizational strategy. Else , to make your mark in the meetings/management circle toy in with the idea of introducing Kaizen, touch upon topics like Quality circles, 5S/7S, 3M.
3. However in case you choose to follow suggestions enumerated at srl 1 above it will be prudent to conduct limited but actual "Employee Engagement Surveys" using , maybe, Gallup questionnaire and then linking the results of the pilot project to prdoctivity for the higher management to really evince interest.
All the best.
From India, Delhi
1. It appears from your post that you want to either make a mark in your company or you wish to really enlarge the role of HR in your company. You have to specify the following :-
a) Your company is a manufacturing organization or a trading set up.
b) What is the overalls strategy adopted by your company and then the cascading into respective
line departments strategies (e.g Finance Strategy, Marketing strategy etc) with respective
metrics for measurements.
c) How open is the culture / communications across various functional departments
2. Inputs from the aforesaid, if they have been laid down, will provide a comprehensive base for a really sound strategy which will be in sync to the overall organizational strategy. Else , to make your mark in the meetings/management circle toy in with the idea of introducing Kaizen, touch upon topics like Quality circles, 5S/7S, 3M.
3. However in case you choose to follow suggestions enumerated at srl 1 above it will be prudent to conduct limited but actual "Employee Engagement Surveys" using , maybe, Gallup questionnaire and then linking the results of the pilot project to prdoctivity for the higher management to really evince interest.
All the best.
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt