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10 METRICS
TO MEASURE THE
EFFECTIVENESS OF
THE HR FUNCTION
10 METRICS
TO MEASURE THE
EFFECTIVENESS OF
THE HR FUNCTION
P R ...
Many HR departments say they
are a "business partner,“
but few can provide any real
evidence that they are having a
strate...
After studying CEO expectations of HR,
I've compiled a list of the kind of
questions,which CEO's might want
answered about...
Are the people we havethe most
productive in the industry?
What is our
"Revenue per employee"?
Is it higher than our
compe...
Are we overpaying our employees for
the output they produce?
Is there evidence that our benefits
programs really attract
o...
How does HR manage its problem
employees and chronic non
performers?
What percentage of "poor"
performers become "very
goo...
Does having great employees really
make a difference in our
industry?
Has HR identified the jobs/ functional
areas where h...
Does having great employees really
make a difference in our
industry?
Does adding more or higher quality HR
resources make...
Show that our voluntary turnover rate is lower than our
competitors for:
 Key executives
 Top performers
 Individuals w...
Do we attract and hire the very best
people we can afford?
Show that you have made our firm
the Employer of Choice in our
...
Employee Engagement Level
Do we have a clear understanding of
how many of our staff are
• Actively engaged
• Marginally en...
Are line managers effectie partners and
stake holders in HR policies and
programs??
Do well sell management on the
importa...
Is our over-all HR strategy
aligned with our
business strategy?
Does our HR strategy
reinforce our
corporate values and cu...
Do you have any doubt or disagreement?
I would welcome a debate…If you have any
point to add or best practices to share
I ...
• is a nationally acclaimed
stalwart in the field of
business management with
an illustrious career
spanning over 25 years...
– http://wilfredmonteiro.blogspot.in/
– http://negotiating-wizard.blogspot.in
– http://salescoach-india.blogspot.in
– http...
CONTACT US
Dr Wilfred Monteiro
TELE : 91 22 9819843927
EMAIL: wm@synergymanager.net
website:
www.synergymanager.net
copyri...
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10 metrics to measure the effectiveness of Human Resource function

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Is human resource function a plethora of initiatives; & good intents to increase productivity; employee engagement and talent retention ... WHAT IS THE BOTTOM LINE OF HR function

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10 metrics to measure the effectiveness of Human Resource function

  1. 1. 10 METRICS TO MEASURE THE EFFECTIVENESS OF THE HR FUNCTION 10 METRICS TO MEASURE THE EFFECTIVENESS OF THE HR FUNCTION P R E S E N T E D B Y D r W i l f r e d M o n t e i r o E x e c u t i v e D i r e c t o r S Y N E R G Y M A N A G E M E N T A S S O C I A T E S w w w . s y n e r g y m a n a g e r . n e t M U M B A I - I N D I A
  2. 2. Many HR departments say they are a "business partner,“ but few can provide any real evidence that they are having a strategic business impact. Many HR departments say they are a "business partner,“ but few can provide any real evidence that they are having a strategic business impact. 2copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  3. 3. After studying CEO expectations of HR, I've compiled a list of the kind of questions,which CEO's might want answered about how their "human resources"give them a measurable competitive advantage . This is also a approach to designing the HRD balanced scorecard! copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved After studying CEO expectations of HR, I've compiled a list of the kind of questions,which CEO's might want answered about how their "human resources"give them a measurable competitive advantage . This is also a approach to designing the HRD balanced scorecard!3
  4. 4. Are the people we havethe most productive in the industry? What is our "Revenue per employee"? Is it higher than our competitors? 1 What is our "Revenue per employee"? Is it higher than our competitors? 4copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  5. 5. Are we overpaying our employees for the output they produce? Is there evidence that our benefits programs really attract or keep people? 2 Is there evidence that our benefits programs really attract or keep people? 5 copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved 2
  6. 6. How does HR manage its problem employees and chronic non performers? What percentage of "poor" performers become "very good" performers within a specified span of time, as a result of our HRD efforts? 3 What percentage of "poor" performers become "very good" performers within a specified span of time, as a result of our HRD efforts? 6 copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  7. 7. Does having great employees really make a difference in our industry? Has HR identified the jobs/ functional areas where having great people is essential for corporate success (a CSF)? 4 Has HR identified the jobs/ functional areas where having great people is essential for corporate success (a CSF)? 7copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  8. 8. Does having great employees really make a difference in our industry? Does adding more or higher quality HR resources make a difference? Is the Return on Investment in Human Resources higher than the ROI on Capital or for plant and equipment? 5 Does adding more or higher quality HR resources make a difference? Is the Return on Investment in Human Resources higher than the ROI on Capital or for plant and equipment? 8 copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  9. 9. Show that our voluntary turnover rate is lower than our competitors for:  Key executives  Top performers  Individuals with "key" competencies and  All individuals in hard to hire positions Do we retain our key / most productive people at a higher rate than our best competitors? 6 Show that our voluntary turnover rate is lower than our competitors for:  Key executives  Top performers  Individuals with "key" competencies and  All individuals in hard to hire positions 9copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved 6
  10. 10. Do we attract and hire the very best people we can afford? Show that you have made our firm the Employer of Choice in our industry. What is the average time and trouble needed to hire people 7 Show that you have made our firm the Employer of Choice in our industry. What is the average time and trouble needed to hire people 10copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  11. 11. Employee Engagement Level Do we have a clear understanding of how many of our staff are • Actively engaged • Marginally engaged • Actively disengaged 8 Do we have a clear understanding of how many of our staff are • Actively engaged • Marginally engaged • Actively disengaged copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  12. 12. Are line managers effectie partners and stake holders in HR policies and programs?? Do well sell management on the importance of people issues? We educate managers and teams on the HR implications of actions they take (or might take). 9 Do well sell management on the importance of people issues? We educate managers and teams on the HR implications of actions they take (or might take). 12 copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  13. 13. Is our over-all HR strategy aligned with our business strategy? Does our HR strategy reinforce our corporate values and culture? Can we draw up a scorecard to measure HR’s contribution to each parameters of corporate values/ corporate culture 10 Does our HR strategy reinforce our corporate values and culture? Can we draw up a scorecard to measure HR’s contribution to each parameters of corporate values/ corporate culture 13copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  14. 14. Do you have any doubt or disagreement? I would welcome a debate…If you have any point to add or best practices to share I would welcome these as well. Please email your response to wm@synergymanager.net Do you have any doubt or disagreement? I would welcome a debate…If you have any point to add or best practices to share I would welcome these as well. Please email your response to wm@synergymanager.net 14
  15. 15. • is a nationally acclaimed stalwart in the field of business management with an illustrious career spanning over 25 years • He is a consultant and advisor to Board of Directors of leading companies & Chambers of Commerce; • a management trainer of high repute who has conducted over 2250 seminars in India and abroad in areas of business strategy, marketing & organization development. • a Visiting Professor to premier management institutes and staff training colleges throughout India. Dr WILFRED MONTEIRO • is a nationally acclaimed stalwart in the field of business management with an illustrious career spanning over 25 years • He is a consultant and advisor to Board of Directors of leading companies & Chambers of Commerce; • a management trainer of high repute who has conducted over 2250 seminars in India and abroad in areas of business strategy, marketing & organization development. • a Visiting Professor to premier management institutes and staff training colleges throughout India. 15 website: www.synergymanager.netcopyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
  16. 16. – http://wilfredmonteiro.blogspot.in/ – http://negotiating-wizard.blogspot.in – http://salescoach-india.blogspot.in – http://the-sales-champ.blogspot.in – http://salesforce-excellence.blogspot.in – http://strategic-selling.blogspot.in – http://hrm-excellence.blogspot.in – http://personal-growth-guru.blogspot.in – http://thegreatmanager.blogspot.in – http://leadership-by-values.blogspot.in – http://therightetiquette.blogspot.in Dr WILFRED MONTEIRO please view the blogspots I have developed for my participant ongoing learning – http://wilfredmonteiro.blogspot.in/ – http://negotiating-wizard.blogspot.in – http://salescoach-india.blogspot.in – http://the-sales-champ.blogspot.in – http://salesforce-excellence.blogspot.in – http://strategic-selling.blogspot.in – http://hrm-excellence.blogspot.in – http://personal-growth-guru.blogspot.in – http://thegreatmanager.blogspot.in – http://leadership-by-values.blogspot.in – http://therightetiquette.blogspot.in 16 http://www.slideshare.net/wpm999 website: www.synergymanager.net
  17. 17. CONTACT US Dr Wilfred Monteiro TELE : 91 22 9819843927 EMAIL: wm@synergymanager.net website: www.synergymanager.net copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved CONTACT US Dr Wilfred Monteiro TELE : 91 22 9819843927 EMAIL: wm@synergymanager.net website: www.synergymanager.net SYNERGY MANAGEMENT ASSOCIATES since 1993 Designing Business Excellence Models Corporate Planning & Strategy Summits Change Management Initiatives Business Leadership Development Performance Management Systems 17

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