OzHR #5 - Accountability for HR

Managers get fired if:

• patients don't get treated;
• the factory doesn't meet production targets;
• the sales targets aren't met for the period;
• invoices don't get sent to customers;
• enough product isn't bought to sell etc.

Managers of hospitals, factories, marketing departments, or finance, it doesn't really matter what the specifics of their task are. The expectation is they will meet their targets and get the job done every single time.

But what about HR? Where is their accountability in all of this? If HR professionals demand equal access to the executive suite and remuneration, it seems only fair that they also accept a 'perform or be fired' risk. And although HR may work under similar pressure, can we honestly say that HR is measured as easily and accurately as sales figures? This is the stuff that credibility is made of. 

The chat will be Thursday 3 October, starting at 7pm AEST, 6:30pm ACST and 5pm AWST. Just make sure to pop a #OzHR in your tweet so we can see it, and be sure to invite others along for the ride!

This week's questions are:

1. How can HR performance be measured so that it can be given a value? Get creative, realistic & specific - share some trench tools.

2. Since accountability fosters credibility, what can HR do to create accountability for itself in an organisation or as a profession?

3. Could HR ever be presented within the profit/loss statement or is it too far removed from numbers? Does this affect HR's reputation?

4. If tomorrow, HR had to meet targets like a marketing department, what would you predict the result to be? Why?

See you then,

Sarah