13.1 D E F I N I T I O N
HR measurement is a continuous process of gathering, analysing, interpreting and presenting quantitative and qualitative data to measure and align the impact of HR practices on organisational objectives, including facilitating internal and external auditing of HR polices, processes, practices and outcomes.
13.2.1 Determine measurement approaches, methodologies and metrics to assess the effectiveness and efficiency of HR practices.
13.2.2 Identify relevant measurement areas for the purpose of integrated reporting.
13.2.3 Implement appropriate tools and methods to measure the efficiency, effectiveness and consistency of HR practices across the whole organisation.
13.2.4 Provide a clear framework for measuring HR impact on the bottom-line of the organisation.
13.2.5 Develop performance indicators for HR service delivery and business impact.
13.3.1 Develop an integrated HR measurement and systems framework for gathering data and business intelligence.
13.3.2 Ensure data accuracy and integrity.
13.3.3 Establish and implement appropriate approaches, methodologies and metrics for the organisation.
13.3.4 Develop an HR scorecard and relevant dashboard with key indicators and metrics for the organisation.
13.3.5 Create awareness and build organisational capability for utilising and optimising HR measurement, metrics and audits.
13.3.6 Conduct an internal and external audit of the HR function and people practices of the organisation.
13.3.7 Measure the level of employee engagement and organisation climate and implement appropriate solutions.
13.3.8 Ensure HR reporting is infused in overall organisational governance and integrated reporting.
13.3.9 Assess level of alignment of HR and people practices with business strategy.
13.3.10 Monitor the key indicators of the HR dashboard and address all risk areas.
This standard element should be read and applied by taking cognisance of all the other standard elements, but with a particular focus on strategic HR management, talent management, HR risk management, performance management, learning and development, HR service delivery and HR technology.
HR Competency Model: HR practitioners must be able to play an appropriate role in the following outputs:
- Benchmarking and research
- HR and business metrics
- Use of metrics and analytics
- Value adding reporting at operational, tactical and strategic levels