HR Metrics. "Measurements used to determine the value and effectiveness of HR strategies . Typically includes such items as cost per hire, turnover rates/costs, training and human capital ROI, labor /productivity rates and costs, benefit costs per employee, etc.." Thank you to Wikipedia for that explanation.
The bigger the organisation, the more they matter. But they are rarely even taught in HR university courses. And because our individual experiences with working with HR Metrics vary wildly, I am guessing our opinions on this topic vary wildly too. So I'm excited to hear all about your thoughts and background in HR Metrics.
Let's get honest, let's get realistic and let's get down to the nuts and bolts that make real knowledge transfer in our community.
The chat will be Thursday 16 January starting at 7pm AEDT. Now we're in daylight savings time, find your city (or corresponding time zone) below, for the starting time:
7pm - Sydney, Canberra, Hobart, Melbourne (AEDT)
6:30pm - Adelaide (ACDT)
6:00pm - Brisbane (AEST)
5:30pm - Darwin (ACST)
4:00pm - Perth (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!
The questions this week are:
1. Do you work with HR Metrics? How did you learn them? Do you find them a valuable tool in your daily work?
2. How much influence does HR have over metric items that rely on management to enact? (Think retention, productivity, etc.)
3. Should organisations of all sizes be measuring their people management, or is there a scale for HR metric usefulness?
4. If female leadership numbers are high but the female leaders are copying masculine leadership styles, are the numbers still good?
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