Hr Performance Measurement System Essay

617 words - 3 pages

According to Becker, Huselid and Ulrich (2001), The HR performance measurement system is what will determine the influence HR has in the organization which is inclusive of their credibility as a strategic partner. Therefore, it is imperative that HR choose relevant data when choosing a performance-measurement system to assist with monitoring the progress of an organization like Creative Options and Employment (COE). As a nonprofit organization that provides services to people with a disability it is essential that the performance-measurement system employ data that will satisfy all stakeholders, including the community at large.
HR must first determine what to measure (Becker et al., 2001) identify an appropriate data collection method and data collection strategy because if the wrong data is collected it will be a huge waste of time and could effect HR credibility as a strategic partner.
The current metrics collected at COE are what ...view middle of the document...

, 2001). The data collected will not identify needed improvements and help organization move forward and contribute to COE’s vision and mission.
On the flip side, a well thought out and prepared performance measurement system can assist HR balance the data against the cost, to show the ROI that creates value. The process includes feedback which evaluates the HR strategy and predicts impact of future decisions. Essentially, the system is a guide and a benchmark to appraise HR’s role and contribution to strategy implementation (Becker et al., 2001). HR performance measurement system will demonstrate activities and outputs which lead to longer term benefits.
HR professionals will be afforded a sense of comfort, and confidence, when making decision based on the use of relevant data. The data identifies improvements based on the relationship, cause and effect etc., supported by the soundness of its collection and relevance to the strategy implementation and value-creation (Becker et al., 2001) for the COE.
The Performance Measurement System is not a one-time event, it is an ongoing process and communication and transparency is important. Staff will be provided training to help them understand what is being measured, why it’s being measured and report on how COE is performing.
External pressures from funding sources also contributes to the way that COE operates, the HR performance metrics will also take into account comparative data on how COE operates and the decision making process to show transparency and accountability.
The metrics will look at the individuals we service perspective, measure performance against goals and targets. The legacy metrics kept in the past by COE were less purposeful and the HR performance measurement systems presented are more in line with the vision and mission of COE and will focus on meeting the bottom line (outcomes/results) and getting the best ROI.
The results will help HR set more meaningful goals and improve the strategy implementation and value creation of COE.

Works Cited

Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy,
and performance. Boston, MA: Harvard Business School Press.

Find Another Essay On HR Performance Measurement System

HR Challenges Essay

1600 words - 7 pages ’ motivational aspects. The article highlights the contribution of formal learning to firm's competitiveness. In chapter four, Opatha offers a rigorous performance appraisal system that can be a handy tool for HR professionals. Chapter seven and eight focus upon workplace environment highlighting different issues associated with work-family conflict and sexual harassment at workplaces. Different intricate and behavioral issues associated with workplace

Personnel to Human Resource Management Essay

2323 words - 9 pages 43Storey, J. 1989, Human Resource Management: A Critical Text. Thomson Learning, 2nd ednTownley B. 1994, Reframing Human Resource Management: Power, Ethics and the Subject of Work, Sage.West, M. & Patterson, M 1998. People Power: The link between job satisfaction and productivity. Centrepiece, Autumn, p2-5Williams Ross 1991, 'Transformation or chaos? HR in the 1990s', HR Monthly, November, p10.Vilinas, Tricia & Harper, Sarah (2005), 'Determining the impact of an organisations performance management system', Asia Pacific Journal of Human Resources, vol 43

HR and Stress

1377 words - 6 pages , training, and appraising its staff in such way that is contingent with the values, vision, and culture of the company. It has been a challenge for the HR department since the company is constantly acquiring and merging together forming whole new identities at an exponential rate this past four years. In dealing with the ambiguity of the corporate world HR realize that it is not singular performance of each and every HR function that will

Mastering the phenomenon called HR Analytics in organizations

1556 words - 6 pages company, and the competitive landscape is a lot tighter than it has been in the past," says Michelle Thomson, Asia-Pacific vice president for human resources at financial services giant American Express. "The biggest challenge for us is enabling our workforce and driving business success through our people. As an HR function, one of our key measures is how we drive success by driving value." Measurement has become central to American Express' HR

New Mandate

6016 words - 24 pages than that, HR should be responsi- ble for educating the line about the causes of low employee morale. For instance, it is generally agreed by organizational behavior experts that em- ployee morale decreases when people believe the demands put upon them exceed the resources avail- able to meet those demands. Morale also drops when goals are unclear, priorities are unfocused, or performance measurement is ambiguous. HR serves an important role in

Evaluating HRM's contribution to Organisational Effectiveness

1202 words - 5 pages performance improvement by:1. "assessing organizational strengths and weaknesses;2. providing a basis for effective action-planning to determine training and organizational change strategies; and3. establishing measures for benchmarking and evaluating change in organizational performance over time."(Fitz-Enz, 2000)Financial AnalysisCost- Benefit and ROI AnalysesReturn on Investment (ROI) is a cost-benefit analysis that offers HR managers a way to

Business

5411 words - 22 pages of HRM in management.In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy & practice, and creating a HR scorecard process.2. WHY AS A HR MANAGER YOU NEED TO PLAY A MORE STRATEGIC ROLE IN YOUR ORGANIZATION TODAY?2.1

Performance Appraisal at Everflow Water Supply Company

696 words - 3 pages performance by the capable employees.4.There is no provision for training the appraiser/raters.5.The company has been 90 º appraisal systems. This is not an effective as it takes view point of only one level.6.The measurement criteria are subjective and vague.The person-oriented measurement content is used.7.The main purpose of the appraisal system is evaluative or administrative.Recommendations:1.Differentiated approach:I feel that the nature of job

Managing Innovative SHRM

1010 words - 4 pages Managing Innovative Strategic HRM: The Balanced Scorecard Performance Management System at ITC HotelsBhatnagar, J. Puri, R. and Jha, H. M. South Asian Journal of Management, 2004, 11(4), 92-110.By: Shweta Jaiswal - FPM - 2014AbstractThis study aims at empirically explaining the implementation of Performance management System called Balance Score card in an innovative form in one of premier hotels i.e Maurya Sheraton. The study uses Single case

Performance Measurement Systems in Business

592 words - 2 pages organizational direction. Study On the impact of performance measurement in strategic planning process (Tapinos & Dyson, 2005) described the effectiveness of performance measurement system and explains the important role that it play in organizational directions and in strategic planning. The result showed that the need for organizational practices like performance measurement is adopted as a basis for supporting strategic initiatives. Larger

Performance Management System

919 words - 4 pages Organizations derive competitive advantage by outperforming rivals in the execution of activities required to ensure optimum operational effectiveness in providing products and services to customers (Porter, 1996). Operational effectiveness depends largely on the extent to which the organization’s performance management system (PM) is capable of developing the knowledge, skills, and abilities of its people (Allan, 1994). Thus, knowledge of

Similar Essays

Hr Metrics Essay

2525 words - 11 pages and impacts). Regarding to the LMB case, if LMB want to go through this difficult period, rather than only adopt HR practices, they should also conduct a comprehensive HR metrics system to facilitate the performance evaluation. This essay will firstly briefly introduce the HR metrics and discuss the importance of HR metrics theoretically. Then, it will identify problems LMB confronts with and propose policies to improve the LMB's approach to HR

The Mayo Clinic: A Performance Management Assessment

2363 words - 9 pages At its most fundamental core, quality improvement of healthcare services and resources requires disciplined attention to the measurement, monitoring, and reporting of system performance (Drake, Harris, Watson, & Pohlner, 2011; Jones, 2010; Kennedy, Caselli, & Berry, 2011). Research points to performance measurement as a significant factor in enabling strategic planning processes and achievement of performance goals (Tapinos

Hrm Sem 1 Essay

1726 words - 7 pages translates an organization's mission and strategy into a comprehensive set of performance measures that provide the framework for a strategic measurement and management system. It is basically a visual representation of an organization's strategy. The BSC is designed to focus an organization's efforts to deliver results. The BSC is a way of:Measuring organizational, business unit or department successBalancing long-term and short-term actionsBalancing

Hr Metrics And Analytics Essay

1355 words - 5 pages The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps