16 Jun Quantifying in Human Resources

It is critically important to have information and control about the numbers in business.

HR is an area where investment in people is the key. Meantime, how the money is spent, and which are the KPI’s where to look it is part of the job.

Too many KPI’s as well as data reports means time and lack of clarity. The strategy must be simple and focused on maximum 2-3 KPI’s on yearly base. When you change the rules during the game then the chaos is inside.

Where to look?

• Behavioral change – measured via 360 feed-back, reflected in productivity, engagement, people turnover.
• Calculation of ROI (return on investment) – there are methods related to data collection and calculation.
• Benefit-cost ratio of a program.

To be able to quickly handle numbers, data systems are necessary so that preliminary calculations can be done only by a click.

The tracking of certain type of actions and costs are today part of basics. The systems can be customized accordingly BUT the company must allocate money to it and support HR on this path.

The investment in HR systems arrives often on the last place and is postponed as being of less importance.

I invite you to reflect on measurements and tools which can support you to have impact !

#datas#investment#hr