Professional Documents
Culture Documents
Phillips
Accountability in Human Resource Management
Levels of evaluation
It is helpful to view HR measurement and evaluation as consisting of three levels: Measure of perceived effectiveness Measures of performance Measures of return on investment
Evaluation design
Evaluation design Is important to the overall process of HR measurement. It includes the timing of measurements and the minimization of factors that can threaten the validity of program evaluation results. (Phillips, 1996)
groups Timing of measurements Factors that jeopardize validity 1) Time or history 2) Effects of testing 3) Mortality 4) Selection bias
Data collected
Program initiated
Time
Data collected #1
Data collected #2
Program initiated
time
Data collected #1
Data collected #2
Data collected #3
Data collected #4
Experimental group A
Time
Control group
No program
Program fully implemented or Program initiated completed Program implementation period
Time
Experimental group B
Time
Data collected #2
Program initiated
Experimental group
Time
Data collected #1
Control group No program Time
Measurement issues
Measurement is important to determine success of performance. Success also depends on the ability to measure performance and to use these measurements persuasively to obtain needed resources. (Phillips 1996)
Measurement issues(cont.)
A
measurement system promotes productivity by focusing attention on the most important issues, tasks, and objectives of the organization. The performance of white collar workers is best measured in groups. The ultimate measure is effectiveness, not efficiency.
can be measured by the effectiveness and efficiency of the units they manage.
Functions
Programs Policies Practices
HR investment
Absence rate Turnover rate Job satisfaction
Revenue
Employees Assets Employee costs
Strategy
Activities
Organizational commitment
Operating income
employee costs
Industry type
Economy Market forces Strategic choices
HR performance measures
In determining which strategy of measures to use, for your HR program, four rules should be considered.