Jon Ingham trawls the net to provide his round-up of the great and the good of HR thought and opinion found on the web, so you don’t have to. This week, he discusses his continuing interest in HR metrics.
My interest in metrics was raised through a couple of posts on this month’s HR Carnival hosted by Susanna Cesar-Morton at Recruitment 2.0 – firstly a report on a survey conducted by I4CP into the HR metrics used by high-performing companies, and discussed by Erik Samdahl on his Productivity Blog. And secondly, a review of this research by Cathy Missildine-Martinon on Profitability through Human Capital.
Probably as a result of this interest, I report on my blog on the use of measures within reward and recognition programmes, picking up on some points from a recent webinar with Derek Irvine of Globoforce and Ann Bares at Compensation Force. Derek has also been posting on measures – firstly on their role within rewards governance and also on why measurement matters in employee recognition (the second post on HRzone.co.uk). And Ann reviews a study suggesting reward measures need to focus on engagement rather than the bottom line.
Australia’s Human Resources Leader reports on a Bernard Hodes study suggesting that the downturn is an ideal time to put metrics in place and you can see the report’s author, Jeremy Shapiro, talking about making metrics matter at SHRM’s annual conference blog.
Of course, it’s not enough to have the right measures, you need to engage the business in their use too – and on their blog, InfoHRM describe some ways that you can gain good PR through the use of metrics and analytics. I think HR always needs some more of that!
Jon is executive consultant at Strategic Dynamics. He specialises in helping HR teams to become more strategic and to increase their impact, including through the use of social media. He has two blogs (Strategic HCM and Competitive Society), and a podcast show (Talking HR). You can also follow him on Twitter @joningham
