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Human Resources » HR Metrics & Measurement


Chrm Message From: benjamin Total Posts: 19 Join Date: 13/01/2007
Rank: Executive Post Date: 23/01/2014 04:24:29 Points: 95 Location: United States

Hi,

I see that one of the challenges several of us in the HR field face is linking HR to the business agenda with an outcome of creating value proposition for business. Telling line managers about the benefits of HR programs is a positive step but it's not enough. We need to have a seat at the table to understand the ground realities of business to in turn create those HR interventions.

In view of the above, I would like to ask these questions:-

1) How should the HR begin with this activity?

2) Should this be a necessarily a top-down approach or a bottoms up approach?

3) What would be the priority areas where HR can make a difference for business (in addition to recruitment, training etc)

4) What if Corporate HR is driving the activities through regional HR without buy-in from business heads?

I am looking forward to a debate on the above.

Thanks,

Benjamin

Chrm Message From: Vijaytc Total Posts: 5 Join Date: 13/01/2007  
Rank: Beginner Post Date: 25/01/2014 00:46:38 Points: 25 Location: United States

Benjamin, In any organisation, especially commercial ones, business strategies to capitalise opportunities are often leveraged on two basic resources, though there are more than two as you know. Finance and People. HR is a function that carries the potential to synergise. Recognising that formally, focusing on interfaces, valuing the 'influencing' elements, evolving metrics and measurements to monitor are all part of game. Do see my blog 'hrpeoplesense.blogspot.com' where i do touch various aspects occassionally.

regards

vk

 
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