My name is Valentine, and I am an 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 labor relations, and manpower numbers.
I would like to ask if there is anything else that I can present during such meetings that can add value to the company and improve the quality of my reports. I would really appreciate your help in this regard.
From Vietnam, Ho Chi Minh City
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I would like to ask if there is anything else that I can present during such meetings that can add value to the company and improve the quality of my reports. I would really appreciate your help in this regard.
From Vietnam, Ho Chi Minh City
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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 you took to increase the ROI.
The second important metric is "Employee Benefits Cost against % of Sale" in the given period.
Next is about the measurement of the training effectiveness. How many training programs were conducted, and what was the ROI? Also, explain how you calculated the ROI.
Next is about the number of suggestions for product or process improvement. Employee suggestions indicate the morale and motivation of the employees.
Lastly, you may conduct some organizational surveys and note the outcomes and changes you made based on these results.
You may include these. As of now, it is more than sufficient.
All the best!
Dinesh Divekar
From India, Bangalore
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8219Yours 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 you took to increase the ROI.
The second important metric is "Employee Benefits Cost against % of Sale" in the given period.
Next is about the measurement of the training effectiveness. How many training programs were conducted, and what was the ROI? Also, explain how you calculated the ROI.
Next is about the number of suggestions for product or process improvement. Employee suggestions indicate the morale and motivation of the employees.
Lastly, you may conduct some organizational surveys and note the outcomes and changes you made based on these results.
You may include these. As of now, it is more than sufficient.
All the best!
Dinesh Divekar
From India, Bangalore
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Mr. Divekar, as usual, has given extremely sound advice. You may also consider providing the attrition rate compared to historical data and any constructive feedback from exit interviews to bring about improvements.
Col. Suresh Rathi
From India, Delhi
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Col. Suresh Rathi
From India, Delhi
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Hello Valentine,
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 setup.
b) What is the overall 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.
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 with 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.
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 productivity for the higher management to really evince interest.
All the best.
From India, Delhi
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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 setup.
b) What is the overall 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.
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 with 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.
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 productivity for the higher management to really evince interest.
All the best.
From India, Delhi
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