Thank you all, for such a overwhelming response. I will definitely incorporate all your feedback. When I started writing the Blog on HR and Training, I least expected such a response.
The list of people reading my blog is growing day by day. This also motivates me to research more and write more on technical subjects such as ROI, Quantitative techniques in HR, Statistical tools used for HR and on Softwares such as SPSS.
One HR person curiously enquired, if I only write on training evaluation and what is my perspective on evaluation of HR as a department. I tried to to answer him as per below.
There are 2 aspects of any HR department evaluation
First - Quantifying HR parameters. i.e. bringing in maxium objectivity in subjective parameters. This aspect is majorly covered as a part of Appraisal during setting up Quantified KRAs. Often KRAs are linked with competencies and competency mapping is done.
Second - ROI on HR. This is also easy, once it is a part of the culture. Let us understand on which all areas of HR, ROI can can be calculated
1. HR policies
2. Surveys
3. Meetings
4. Events
5. CSR actvities
6. Appraisal
7. Recruitment
8. Exit interviews
The process for ROI on the above HR aspects, will be application of the Phillips Model. If all aspects of HR department are undertaken, with the ROI process in mind, it will be the most profitable department in the organisation.
The list of people reading my blog is growing day by day. This also motivates me to research more and write more on technical subjects such as ROI, Quantitative techniques in HR, Statistical tools used for HR and on Softwares such as SPSS.
One HR person curiously enquired, if I only write on training evaluation and what is my perspective on evaluation of HR as a department. I tried to to answer him as per below.
There are 2 aspects of any HR department evaluation
First - Quantifying HR parameters. i.e. bringing in maxium objectivity in subjective parameters. This aspect is majorly covered as a part of Appraisal during setting up Quantified KRAs. Often KRAs are linked with competencies and competency mapping is done.
Second - ROI on HR. This is also easy, once it is a part of the culture. Let us understand on which all areas of HR, ROI can can be calculated
1. HR policies
2. Surveys
3. Meetings
4. Events
5. CSR actvities
6. Appraisal
7. Recruitment
8. Exit interviews
The process for ROI on the above HR aspects, will be application of the Phillips Model. If all aspects of HR department are undertaken, with the ROI process in mind, it will be the most profitable department in the organisation.
No comments:
Post a Comment