Human Resource (HR) metrics are a set of metrics used to determine the effectiveness of human resources management and training activities, which typically include the number of employees, the amount of money and time spent on them, and the level of expertise in the department. It uses sets of equations to generate data and insight for the whole business and individuals. However, some damaging traps need to be careful. This article may help you to rethink your business approach using HR Metrics.
HR Metrics do not drive executive action
HR metrics are elements of data that contribute to the analysis and provide information to help decision-makers in the organization make better decisions. Too often, people come together and conclude what the problem is without first discovering the real root of the problem. It takes weeks or months to collect data and, as a result, decisions made over time. So, basically, these metrics tell you what is going on, but you need to focus on analyzing talent for what needs to do, not the metrics themselves.
Human resources experts need metrics to give advice, but the people who actually make daily HR decisions also need direct access to HR metrics. With a few exceptions, managers, with the exception of staff, should consult their human resources experts to obtain the indicators they need to make decisions. Real-time metrics can include metrics such as the number of people in the office, the time between meetings, and the quality of communication between employees.
Difficult to choose the right Metrics
The importance of HR metrics is that they allow HR managers to track and measure performance across different aspects and ultimately predict the future. But producing a lot of data can create a false sense of productivity, so do not get involved in measuring things to measure things.
We can measure human resources performance from recruitment to Absenteeism, from training to employee engagement. Still, we don’t need all of them, those metrics are often not prioritized, so the sheer number causes users to be confused and frustrated. A better approach is to focus on the metrics that are of most significant concern to decision-makers and that have the most impact on business outcomes. The optimal number of strategic metrics should be five or less.
Powerless to show the reason
HR metrics are invaluable data and warn you of changes and potential problems that should be addressed. HR metrics, which capture elements such as quantity, quality, cost, and time, will lead to a better understanding of how your organization changes over time and trends. These indicators must divide into three main categories: performance, efficiency, and costs
These metrics are a signal to ask questions, but they don’t show you why things are happening, they are signals of change. To fix it, you may need to collect additional data that shows the reasons for critical strategic indicators; for example, turnover statistics can combine with exit interview data on why people leave.
Companies often get a large number of employees with different types and different levels of experience, and It has become a regular business function that focuses on using data to understand every part of the business. There is no doubt that HR metrics can help to identify the data needed. If you may avoid the traps mentioned and make a comprehensive plan before using those data and insights, the implementation of HR metrics can always bring positive results for companies.