Ultimate Performance: Measuring Human Resources at Work

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This refers to all aspects of employee productivity.

Managing Up. In a separate Staffing.org survey with the same audience, high on the executives’ list of metrics is the health and safety of their employees. These are great metrics, even if your organization is not involved in risky enterprises in industrial manufacturing, mining, and so on. The less time staff is out sick, the more work gets done. It’s apparent in the survey that there is a genuine interest in the welfare of the staff the executives are responsible for.

Managing Out: Human Resources has some talent optimization weapons that can be used to manage Hiring Managers proactively. Trends on internal transfer requests can be real-time indicators of issues between a manager and one or more employees. We know the rule of thumb that employees join companies and leave their managers. By watching the trends on internal transfers, HR has the opportunity to directly probe and intervene on the management level to improve a situation, recommend management training, and ultimately decrease voluntary turnover.

Managing Down: In managing the development process, learning and development and performance management tools become the source of metrics—and the place where one can extract interesting information that pertains to managing the HR function better. Process improvement measures are helpful here, as well as are compensation and competitiveness, internal mobility, and HR time to contact measures.

The top six highest ...