Professional Documents
Culture Documents
Benefits of HR Evaluation
The promotion of change by identifying strengths and weaknesses; An assessment of the performance of HR function; A demonstration of the bottomline contribution of the HR function through, for example, reduced turnover; and A demonstration of the functions role in the achievement of organizational
What should be evaluated- the overall HR effectiveness of the HR function? What should be evaluated- HR activities and practices , or the impact of HR policies on the organization and employees? What should be evaluated- HR practices, the HR departments, or HR professionals? What should be the level of analysis in HRM evaluation within the organizational structure?
Scope of evaluation
1. Overall HR effectiveness - which includes turnover, workers compensation claims, employee satisfaction, etc. It is influenced by performance of line managers of the firm. 2. Narrow evaluation of HR effectiveness affected only by performance of HR staff or personnel which may be misleading and suggest that HRM is sole responsibility of HR department.
Focus
HR department HR professional HR practices
Strategic linkage
HRM function changed from having a reactive approach to having a proactive approach. This change is accompanied with a change in the focus of HRM evaluation.
Level of analysis
Strategic level objective is to determine consistency between HR policies and company strength. Management level focus is on control Operational level focus is on quality of HR services and programmer.
Evaluation criteria
Outcomes end results or products of work. Processes behaviors or activities performed to reach the outcomes. For eg; turnover rate, productivity ratio of firm etc.