You Can Only Improve What You Can Measure


HR on Cloud

Going through a book on Six Sigma, I came across this very popular statement “You Can Only Improve What You Can Measure“. Does it hold true for HR also? Why not?

If the answer to above is ‘Yes’, then for HR to improve its processes it is important to measure the current effectiveness. Here is a tool at Empxtrack’s website which can help you to measure the effectiveness of your HR.

CEO’s checklist for HR Effectiveness‘, a tool designed by Maj. Gen. B. K. Bhatia, helps the CEO or Head HR of an organization to measure the effectiveness of their Human Resources Management functions. It is based on 20 most important criteria which constitute the framework of modern HR. Each criteria has a unique weight determined by the size of an organization.

Click here to use this tool to measure the effectiveness of your HR.

TAGS: Appraisal form format, Employee Performance Evaluation, Employee Performance System, Hr performance, Human resources functions, Human Resources Team, Peformance Management

3 thoughts on “You Can Only Improve What You Can Measure”

  1. HR Effectiveness means ‘Workforce Effectiveness’ evaluated in terms of the implementation of various HR processes which directly contribute to the business outcomes. ‘Talent Management’ is an approach aimed at integrated deployment of various processes such as ‘Competency based Recruitment’, ‘Goal based employee evaluation’, ‘Performance linked incentives’, ‘Employee development’ based on competency gap analysis, effective ‘Succession Planning’ for key positions and capture of tacit knowledge through ‘Employee Exit Management’ process.

    ‘HR Effectiveness Tool’ helps organizations to evaluate the current status of deployment of the above mentioned talent management processes as well as ‘Human Capital Management’ processes. It enhances decision capability to introduce technologically advanced HR systems which could help in steering the strategically important aspect of improving workforce effectiveness. To effectively manage people, organizations do need on-line HR systems which provide comprehensive dash boards with drill down features to strengthen decision support capabilities of the management.

    I fully agree with Joanne that improving workforce effectiveness is a strategically critical parameter. But to achieve this, organizations require state of the art HR Systems which could enhance the effectiveness of their HR processes.

    Maj Gen B K Bhatia

  2. While HR Effectiveness is operationally important, Workforce Effectiveness is strategically critical. Companies must move aggressively to build decision support capabilities that measure the impacts of workforce performance and their talent management/HR practices on business outcomes.


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