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    Evaluating HRM Effectiveness

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    Vishal Jagetia
    This document discusses evaluating the effectiveness of human resource management (HRM). It outlines several key frameworks for HRM evaluation, including individual and organizational performance indicators, as well as approaches like audits, analytics using cost-benefit analysis, qualitative and quantitative metrics, benchmarking, and balanced scorecards. The conclusion emphasizes that HR generates revenue for organizations by maintaining consistent growth, and that effectively evaluating HR requires considering systems, leadership, strategy, skills, structure, policies, and processes, as well as both quantifiable and non-quantifiable factors.

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    Evaluating HRM Effectiveness

    Uploaded by

    Vishal Jagetia
    1K views11 pages
    This document discusses evaluating the effectiveness of human resource management (HRM). It outlines several key frameworks for HRM evaluation, including individual and organizational performance indicators, as well as approaches like audits, analytics using cost-benefit analysis, qualitative and quantitative metrics, benchmarking, and balanced scorecards. The conclusion emphasizes that HR generates revenue for organizations by maintaining consistent growth, and that effectively evaluating HR requires considering systems, leadership, strategy, skills, structure, policies, and processes, as well as both quantifiable and non-quantifiable factors.

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    This document discusses evaluating the effectiveness of human resource management (HRM). It outlines several key frameworks for HRM evaluation, including individual and organizational performance indicators, as well as approaches like audits, analytics using cost-benefit analysis, qualitative and quantitative metrics, benchmarking, and balanced scorecards. The conclusion emphasizes that HR generates revenue for organizations by maintaining consistent growth, and that effectively evaluating HR requires considering systems, leadership, strategy, skills, structure, policies, and processes, as well as both quantifiable and non-quantifiable factors.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    1K views11 pages

    Evaluating HRM Effectiveness

    Uploaded by

    Vishal Jagetia
    This document discusses evaluating the effectiveness of human resource management (HRM). It outlines several key frameworks for HRM evaluation, including individual and organizational performance indicators, as well as approaches like audits, analytics using cost-benefit analysis, qualitative and quantitative metrics, benchmarking, and balanced scorecards. The conclusion emphasizes that HR generates revenue for organizations by maintaining consistent growth, and that effectively evaluating HR requires considering systems, leadership, strategy, skills, structure, policies, and processes, as well as both quantifiable and non-quantifiable factors.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 11

    Evaluating HRM Effectiveness

    If we’re not keeping score,


    we’re just practicing!

    Ankur Duggar
    Vishal Jagetia
    Nature & Need for HR evaluation

    e s

    Pr
    ur
    d

    oc
    c e

    es
    ro

    s
    P

    es
    Evaluation Framework
    Individual employee performance indicators
    •Absenteeism
    •Accidents
    •Separations Organizational performance

    HRM •Costs
    •Quality
    •Policies •Productivity
    •Principles •Market Share
    •Practical's •Profits
    •Systems •ROI

    Group performance indicators


    •Interpersonal relations
    •Dynamics
    •Processes
    •
    Approaches to HR Evaluation

    HRM Evaluation Approaches


    Audit Approach
    Approaches:
    •

    Comparative
    •

    Outside authority

    Statistical

    Compliance

    MBO
    Analytical Approach
    Relies on cost-benefit analysis

    Qualitative & Quantitative Approach
    • Metrics :
    ROI = net benefits / cost of HR interventions

    Hiring cost = total cost of hiring / no. of hires

    Turnover rate = no. of employees left during a year X 100
    average no. of employees

    HR expense factor = cost to hr / total cost

    Effectiveness of each employee = productivity / CTC

    Balance Score Card
    Benchmarking Approach
    • Identify HR practices to benchmark

    • Establish a core team

    • Select the benchmarking partners

    • Collect the data

    • Analyze and interpret data

    • Prepare a report

    • Implement action plans
    •
    Conclusion
    HR is not Cost to the organization it is Revenue generation
    function to the organization

    HR is the department which maintains and sustains the
    consistent growth in the organisation

    For HR Effectiveness, following plays a pivotal role:
    •

    Systems and tools


    Leadership
    HR Strategy
    Skills
    Structure
    HR Design, Policy & Processes


    “Not everything that can be
    counted counts and not
    everything that counts can be
    counted”

    THANK YOU

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