tag:blogger.com,1999:blog-3623132.post9179831953390034946..comments2024-03-21T14:54:29.876+05:30Comments on Exploring The Future of Work : KPI Metrics for HR GeneralistsGautam Ghoshhttp://www.blogger.com/profile/04691216163099240523noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-3623132.post-25122702738160619352009-02-01T16:05:00.000+05:302009-02-01T16:05:00.000+05:30I would like introduce you all samples of human re...I would like introduce you all samples of human resource KPIs at<BR/><BR/>http://www.humanresources.hrvinet.com/human-resources-kpi/<BR/><BR/>rgsAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-61814270762234952352008-07-28T06:34:00.000+05:302008-07-28T06:34:00.000+05:30Excellent starting point Gautam.In addition, I wou...Excellent starting point Gautam.<BR/>In addition, I would add the metrics that provide visibility to the effectiveness of Talent Acquisition, Workplace Safety, Employee Satisfaction and Pay for Performance practices. I have added more details at http://www.enterprise20link.com/Gopi Padakandlahttps://www.blogger.com/profile/09554765926145106015noreply@blogger.comtag:blogger.com,1999:blog-3623132.post-85283201210856494712008-07-24T10:04:00.000+05:302008-07-24T10:04:00.000+05:30I sort of disagree with Anonymous. Engagement metr...I sort of disagree with Anonymous. Engagement metrics may very well be dependent on factors not influenced by HR no matter how much we might want to control them (i.e. management styles, departmental communication, accountability, and other initiatives dependent on executive management). Opinion scores and business partner feedback are dependent upon the same types of sometimes "uncontrollable" factors. <BR/><BR/>I disagree because often if we are tracking metrics it is in part, to show how we add value and why we deserve the support of upper management. Before we start tracking those metrics, we need to track the metrics we have control over and the ability to change. Unless of course you have all of that support, in which case you should track engagement, opinion scores, and business partner feedback.<BR/><BR/>I would add to the list:<BR/>Usage and cost of benefits;<BR/>Satisfaction with benefits;<BR/>Full cycle recruiting efficiency and effectiveness;<BR/>HR Customer satisfaction.<BR/><BR/>I could be way off the mark, but that would be my take on it. I would be interested in what others have to say.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-3623132.post-66640144430675807202008-07-16T15:24:00.000+05:302008-07-16T15:24:00.000+05:30I sort of disagree with your view that leadership ...I sort of disagree with your view that leadership and orientation metrics are HR generalist metrics. I think orienation of new employee and development of leaders is largely the responsibility of managers and HR is only a facilitator. And in most organisations orienation and leadership development is a corp function and not rest with the units.<BR/><BR/>Better metrics would be engagement , opinion scores, business parter feedbackAnonymousnoreply@blogger.com