Discussion 3

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Human Resource Management

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Metrics HR professionals can use to support organizational goals

Human resources metrics are crucial figures that usually help organizations and businesses in tracking their human capital and determining how effective their human resources initiatives are. The three metrics of human resources professionals can use to support organizational goals include engagement and retention, training and development, and recruitment (Kassick, 2019). The data obtained from these human resources metrics can give an organization the insights it requires to grow and succeed in its operations and processes.

How the metrics can offer strategic value to the organization

The three metrics, engagement and retention, training and development, and recruitment, can provide strategic value to the organization in different ways. For instance, recruitment will help the organization to determine various things like the time to hire, time to productivity, cost per hire, and the demographics of the workforce. Understanding an organization's demographics can help identify the workforce's characteristics, such as education level, gender, age, and length of service. Engagement and retention would provide strategic value by helping in determining the satisfaction of employees, the retention rate, and the turnover rate (Durai et al., 2019). Employee satisfaction is one of the important elements in an organization because it can recommend a company as a good place to work. The training and development metric can offer strategic value by evaluating various things such as training effectiveness, time to completion, training completion rate, and the training expenses for each employee.

Ways of leveraging human capital analytics to support organizational change

Some of the ways human resources professionals can leverage human capital analytics to support organizational change include avoiding compromising on the quality of data, embracing measurement, working across the organization, and recognizing that human capital analytics offer limited value (Bose, 2019). Other ways of leveraging human capital analytics comprise understanding the role that human capital analytics play in organizational change and determining the workforce-driven components of organization-driven metrics.

References

Bose, I. (2019). Metrics of Organizational Practices in Human Resource Management: Selected perspectives from HR analytics. RIMS Journal of Management, 4(1), 26-35.

Durai D., S., Rudhramoorthy, K., & Sarkar, S. (2019). HR metrics and workforce analytics: it is a journey, not a destination. Human Resource Management International Digest, 27(1), 4–6.

Kassick, D. (2019). Workforce analytics and human resource metrics: Algorithmically managed workers, tracking and surveillance technologies, and wearable biological measuring devices. Psychosociological Issues in Human Resource Management, 7(2), 55-60.

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