On what terms will the HR work be calculated? Most of the time, HR functions will be ad-hoc and intangible. Goals and KRAs will be set, but how do you measure if those goals and KRAs are met? How do you calculate if they are met?
I would like to know how your company measures or assesses the work done by HR professionals across various verticals such as Operations, HR Business Partner, Generalist, and Talent Acquisition. Do you have specific sheets or methods for calculation?
I am also interested in understanding how you manage HR professionals who work remotely from home, including timesheets for HR employees. Any ready references you have would be appreciated.
From India, Bangalore
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1I would like to know how your company measures or assesses the work done by HR professionals across various verticals such as Operations, HR Business Partner, Generalist, and Talent Acquisition. Do you have specific sheets or methods for calculation?
I am also interested in understanding how you manage HR professionals who work remotely from home, including timesheets for HR employees. Any ready references you have would be appreciated.
From India, Bangalore
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Dear Ramya,
You have written that "As most of the time HR function will be ad hoc and intangible." However, this is a generalization. Yes, it is true but for those who handle the basic or service functions of HR.
While measuring HR's work, the prominent factor that needs to be checked is what was increased or decreased because of the HR intervention. Any HR intervention should focus on:
a) The decrease in the consumption of resources
b) The decrease in process turnaround time of some process
c) The decrease in the cost of the operations or any other cost
d) Increase or decrease of some ratio
The number one measurable activity in HR is employee training. Have you measured the effectiveness of the employee training?
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
You have written that "As most of the time HR function will be ad hoc and intangible." However, this is a generalization. Yes, it is true but for those who handle the basic or service functions of HR.
While measuring HR's work, the prominent factor that needs to be checked is what was increased or decreased because of the HR intervention. Any HR intervention should focus on:
a) The decrease in the consumption of resources
b) The decrease in process turnaround time of some process
c) The decrease in the cost of the operations or any other cost
d) Increase or decrease of some ratio
The number one measurable activity in HR is employee training. Have you measured the effectiveness of the employee training?
Thanks,
Dinesh Divekar
From India, Bangalore
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SIMPLEST AND UNIQUE WAY TO MEASURE STRESS!.doc