If something exists, it exsits in quantity and if it exists it can be measured and this clears the question that HR is indeed quantifiable. The HR department of any company work towards the overall development of the company with two elementary things in mind 1) Goal and 2) Objective. But the ones who take a measurable approach in achieving their goals and objectives are the ones responsible for successful transformation of their organization in this emerging global economy.
HRs following the number based approach in metamorphorising business of their organization are taking an analytical and strategic approach aligning people with business strategy.
Keeping this in mind, People Matters organized a Tweetchat on Quantifying HR to know the reality, benefits and challenges in quantifying HR processes along with strategic HR metrics for a global organization. The forum witnessed a melange of CHROs, HR Heads and Senior and Middle HR Professionals with an engaging discusion of 1 hour.
Come take a glance at the various key points of discussion of the Tweetchat.
Q1. Does quantified decision making exist in HR or is it a myth?
Q2. What are the benefits you derive from quantified decision making in HR?
Q3. What are the challenges in quantifying HR processes across functions? How can technology help tackle them?
Q4. How do you quantify an individual's fitness to Job? Is there a metric for it?
Q5. Can HR be a Strategic Business Unit (SBU) in any org with pre-defined profitability targets?