|
Developing a Strategic HR Measurement Capability Identifying the key drivers of performance and forecasting the impact of human capital interventions require powerful measurement techniques. However, analyzing this data is of little use if insufficient time is spent on interpreting and communicating the results internally and externally to meet different stakeholders' needs." Jim Matthewman 1. Group HR functions need to expand and upgrade their strategic management capabilities if they are to contribute effectively to the organization's key objectives. 2. Developing a strategic HR measurement capability is part of this challenge. 3. The key tasks (identified in a recent CIPD/Mercer Human Resource Consulting framework) include: - Setting human capital management in context - Gathering and collating the data - Identifying the right tools and methodologies - Reporting the data, internally and externally - Developing an effective route-map. 4. These tasks require specific skills and capabilities that will need to be recruited or trained for and/or acquired through close collaboration with external suppliers or shared services personnel. 5. The goal should be a comprehensive human capital model that reflects the unique people management capabilities of the organization while externally reporting key indicators of HR performance so that it can be compared effectively with competitors and exemplars of good practice. If you are a subscriber, click here to read the full briefing. Click here to find out how to subscribe. |
