The same is true for your human resource management & people practices. Organizations have a more significant impact on their people and HR efforts by monitoring key HR/people measures and applying reinforcement steps to drive desired results. By identifying key measures, tracking results, and making needed adjustments, improvement identified.
Most measures of employee results, behaviors, and attitudes are a reflection of your people/HR practices. Document key baseline measures before implementation and track after implementation for a reasonable period to assess the impact of your training, new initiatives, policies, changes, techniques, and other HR efforts.
Consider the following measures when evaluating the effectiveness of your HR/people management practices: Employee performance, turnover, engagement/morale, leader effectiveness, attendance, tardiness, accidents, staff efficiency, and organizational effectiveness. Indeed, overall business results, such as sales, profitability, cost control, quality, and productivity, are a reflection of your people management practices. Soft measures such as communications, conflict, stress level, and work environment also show HR impacts to the organization.
Employee turnover is the average number of employees who leave the organization divided by the average total number of employees. Tracking not only the turnover ratios but also the reasons why someone leaves is a good indicator of your HR effectiveness. Conduct exit interviews to get the real idea someone has left the organization.
Generally, employees leave for one of the following reasons:
Measures of employee engagement and morale typically obtained through an “employee opinion survey” that captures these, among other essential employee perceptions. Conducting surveys provides employers with reasonable indications of these critical factors. An employee’s engagement level impacts their performance, attitude, and overall impact on the organization. Engagement and morale measurements through one-on-one employee discussions, task force meetings, and through such measures as performance and turnover.
Leaders genuinely are the real HR managers as they coach and oversee employees and their work results. Effective HR programs and practices will provide leaders with needed training, resources, tools, and techniques to best do their job. Although challenging to measure, leader effectiveness can be obtained through leader surveys collecting feedback from their employees, manager, customers, and others with whom they interact. A 360-degree assessment that focuses on core leader measures is one method to obtain good HR indicators. Other means of leader effectiveness are looking at the results of their overall department and employee performance tests under their direction.
Monitoring these vital employee measures identifies symptoms that help you understand the overall effectiveness of your policies, training, practices, performance management, and leadership skills. Not only are these key expected employee performance measures, but they can also be very costly to your organization if not addressed with creative HR solutions.
Staffing efficiency is measured by ensuring the right staffing levels and having the right person in place when needed. Measures might include over- or understaffing, resulting in reductions or downtime. Some organizations track their recruiting efforts through recruitment or new hire cost and several days to hire.
People are the heart and soul of an organization and determine its overall effectiveness. Therefore, overall business results are another indicator of HR effectiveness. Most organizations measure their effectiveness looking at crucial business measures such as income statements, stock price, business growth, strategy achievement, objective attainment, budget achievement, and so on.
Monitor and communicate these key measures often to see more significant results from your people management practices.
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By Anita Johnson, HR Service, Inc. Coach