HR Measurements Goals
Craig David
6 Posts
I am finalizing my HR Departmental goals. Do any of you have goals or measurements that you feel help prove your ROI?
Thanks
Craig
Thanks
Craig
Comments
Gene
I would concentrate on the benefit arena as well as succession planning. The type of organization you work for is also important to consider when making your goals. Their business plan or committments would dictate the direction you should be heading.
This has paid training $ollars previously spent back to the bottom line. I concurr with the other postings, recruiting and retention is the one that everyone comes up with and it never is really in your control.
Well, I just learned something new about the forum system. My postings are reversed so read on and you'll find 1,2, & 3.
PORK
2) Pro-active programs which either return budgetted dollars or save budget dollars. Look into your medical insurance plan activities such as drug and routine medical claims processing which never reaches an individual or family deductable; have the employee hold onto the claims until the end of the medical business year. Claims processed is administrative money spent which did not enhance the ee or ee's family financial worth because they never reached the deductable. Now offer the employee 50 cents on the dollar to buy the claims not processed to reach the deductable amount. EXample: $300.oo is the deductable limit, the employee processes the claims all year long but only reaches $299.00 in claims, therefore, the claims were process, but the ee did not realize a 20%/80% split of any following bill. Therefore, the employee could have turned in to you for a one time payment of 50 cents on the dollar the $299.00, which the company would pay $149.99 to the ee for not having process the individual claims that would not have effected anything but your processors time and filing and record keeping. It will cause your processing time to decrease tremendously.
3) Reduce overtime cost by adding hands on the jobs or enforce a strict 40 hour work rule. The work will get done, but you might have to add lower wage employees for routine filing.
Hope this little bit helps. I have used these cost cutting programs within several HR units and they worked for me!
PORK
I agree with Ritanz - turnover and retention is not a good HR goal because the management style of others is the major factor which controls those areas.
How about performance management? Timeliness of review process, performance improvement processes, removal/succession of poor performers, etc.
How about compensation performance to plan?
How about any type of recognition programs for promotion, certification, etc. (events that encourage employee development.)
How about initiative programs that HR might create? (Career Program, Leadership Development Programs, Promotion Review Boards, Alumni Programs, etc.)
When in doubt, get a copy of your departmental budget. Look at every expense line item charged against you and determine where you might be able to better manager the $$$ being spent/charged to the HR department.
#1 thing a consultant shouldn't say: "I could tell you the answer right now, but we're committed to a three month project..." #-o