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Building A Strong Workforce With HR Metrics

Nov 22, 2007
Companies of all sizes often claim that when they take new hires in, they do all the works to take care of them. The truth of the matter is that not much is done to distinguish the strong employees from the weak ones. No assessments are usually made to know what the new hires are all about. As a result, people handling the responsibilities for recruiting and hiring new people turned out uninformed as to who is productive or not.

Well, maintaining this kind of system is no good thing. It will not help make a workforce stronger, which is but necessary in building a good company. Now, if you are one business manager who always wants to protect his or her investments, building HR metrics is the best move to take.

But what are HR metrics? HR metrics, on the most basic, are a set of measurable guidelines that works to assist a business firm obtain the most cost effective strategies necessary in achieving a high quality work. Using this kind of quality measure will help a company handle employee assessment easily and carefully.

The company can determine exactly if the employees they take in are worth investing or not. The ones who are invested on will stay longer, and a business firm has the right to eliminate those who are not producing much for the company's sake. Simply put, the HR metrics are systems that determine who among the employees hired are contributing much from those who are not.

There are many simple ways to gather and build HR metrics. First, information about the employees is needed. However, when gathering information about your workforce, focus only on the ones that are meaningful and reliable. Stick to these data, and determine how you can strengthen the workforce in any way. Never pay much bucks and time though in these procedures as there are many things to do to further quantify the value of the people working within your business.

Although gathering all the information necessary in determining who works much and who is not is a sound step, it is important not to get too much load of information, as this too can be difficult to maintain. Experts often recommend a maximum of ten HR metrics to gather and note to determine the ways of strengthening your workforce. Other than that, calculate and check your metrics from time and time as leaving them accumulating without regular checking can be time consuming.

When building HR metrics, it is best to bring all the important business aspects into focus. The most important factors to look at are the degree of employee engagement, recruiting and retention, workforce productivity, and manager satisfaction. Several other aspects are involved though, but the key to building the right HR metrics has something to do basically with knowing what the company needs to know, and what the company needs to eliminate or improve. Note that this rule is inclusive to people working within the business and everything related to it.
About the Author
If you are interested in HR metrics, check this web-site to learn more about HR Scorecard.
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