Measure and control the performance of human resources

Business success is about getting the right people to the right place at the right time. So what is the problem? In reality, if you need to manage not one, but five employees or better five groups of employees, then you are faced with the problem of measuring and controlling. It is difficult to know whether a group is performing better or not, it is difficult to compare the success of one employee with that of another, it is difficult to see the unique characteristics of people. So what is the solution? The key metrics and key indicators, which will tell you how to properly manage your things.

There are two approaches that I suggest you consider when thinking about human resources (HR) in your company. First, you can think in terms of process, second, you can think in terms of how employees affect the entire business.

Work processes with employees include: hiring, education, management, retirement. All stages need to be processed carefully as they could completely change your business. For example, if you have the best system for hiring things, but it will work slowly, it will fail. If your education system will allow you to train everyone, but will not allow you to verify the actual performance generated by the training processed, then it will fail. If your best people leave, you will lose.

So, this is why it is really important to measure and control all the processes involved in the employee relationship. The people you work with need to understand what your goals are and how they will help you achieve them. This is the key idea of ​​management and control in employee management processes.

Another approach focuses on how someone’s work affects the company. It is obvious that even if someone works in Sales, it will affect not only the financial part of the business by generating sales, but all other parts as well.

For example, the salesperson will be involved in all company processes, such as education and knowledge sharing. This person will also work directly with customers, so you may not only sell, but get valuable feedback from the end users of your product. These people will also help your company grow not only in terms of sales, but also in terms of better business processes and business efficiency.

So, how to measure and control the HR department of your company. The answer is very simple: you need to develop some key indicators that represent the business of the company, and then pay attention to what is working well and what needs to be changed. There are many names for this system, for example, KPI (Key Performance Indicators) or Balanced Scorecard. The result is having a clear vision of what will happen in the company and how it will drive your business.

What should be the first step? In fact, I think you’ve already had some important information for the scorecard. For example, you have a document called “mission”, this is a general definition of your principles, you may have some business objectives, you have business processes described and formalized. What you need now is to gather all of this important information into one easy-to-manage system that will take into account the importance of each metric. This system (Balanced Scorecard or KPI) will help manage and control the performance of your HR department.