HR MAP - Measures for Strategic Business Impact on People & Performance
“What gets measured gets managed. It's hard to hit improvement targets you can't see. Are your key goals/strategies/priorities reflected in your measures?” - Jim Clemer
Key factors that drive HR Measurements of Attitude & Personality (MAP):
1. Maximise Results with Minimum People – Reduce manpower costs
2. Human Resource Optimisation – Get the best out of People
3. Gaining from HR Capital – Invest in right people and develop them
4. Transition from Routine HR to Strategic HR – Enhance performance, productivity & Profits
Strategic Objectives of HR MAP – Measuring Attitudes & Personality:
1. To Make sure of HR process effectiveness
2. Enhancing leadership effectiveness at all levels
3. Succeeding in retention of right talent in tune with organisational needs
4. Objective analysis of people’s performance potential to suit different roles & responsibilities
5. Ability to foresee talent needs of the organisation in tune with the changing dynamics
6. Creating a robust succession planning methodology
7. Improving the selection quality for various jobs and competency needs
8. Unbiased analysis of Leadership strengths and capabilities
9. Getting the best from the right people for the right job
10. Getting the right drivers for HR process reengineering
11. Enhancing Customer service standards that results in customer delight
12. Improving the brand value
As an HR professional you will clearly witness measurable impact in various other HR metrics like;
13. Return on Investment (ROI)/Impact Metrics: Measures that provide the return on investment or impact of HR activities on improvements in business performance, HR performance, or workforce performance
14. Effectiveness Metrics: Measures of productivity, speed, and levels of performance of the workforce and of HR
15. Satisfaction Metrics: Measures of line-manager or workforce satisfaction or of the importance that they place on one issue over the other
16. Volume Metrics: Measures designed to capture the frequency of workforce or HR activities
17. Cost Metrics: Measures of individual and aggregate costs of workforce or HR activities
Most HR measurement initiatives help to align HR and corporate strategy in order to enable managers to make better workforce optimization and management decisions
Today the behavioral science of Psychology has made rapid advances in enabling human understanding and appreciation of their real potential. The battery of scientific assessments based on the research of prominent Psychologists helps you become aware to optimize and capitalize on their strengths and capabilities. The results, of such high value assessments, impact directly on performance improvement both in task as well as people management.
MAP – Measuring Attitudes & Personality is an intensive certification process undertaken by different professionals from across varied fields like recruitment, coaching, training, counseling, performance management, competency mapping, consulting, leadership and business development. You can do it online or during a training workshop.
From India, Bangalore
2“What gets measured gets managed. It's hard to hit improvement targets you can't see. Are your key goals/strategies/priorities reflected in your measures?” - Jim Clemer
Key factors that drive HR Measurements of Attitude & Personality (MAP):
1. Maximise Results with Minimum People – Reduce manpower costs
2. Human Resource Optimisation – Get the best out of People
3. Gaining from HR Capital – Invest in right people and develop them
4. Transition from Routine HR to Strategic HR – Enhance performance, productivity & Profits
Strategic Objectives of HR MAP – Measuring Attitudes & Personality:
1. To Make sure of HR process effectiveness
2. Enhancing leadership effectiveness at all levels
3. Succeeding in retention of right talent in tune with organisational needs
4. Objective analysis of people’s performance potential to suit different roles & responsibilities
5. Ability to foresee talent needs of the organisation in tune with the changing dynamics
6. Creating a robust succession planning methodology
7. Improving the selection quality for various jobs and competency needs
8. Unbiased analysis of Leadership strengths and capabilities
9. Getting the best from the right people for the right job
10. Getting the right drivers for HR process reengineering
11. Enhancing Customer service standards that results in customer delight
12. Improving the brand value
As an HR professional you will clearly witness measurable impact in various other HR metrics like;
13. Return on Investment (ROI)/Impact Metrics: Measures that provide the return on investment or impact of HR activities on improvements in business performance, HR performance, or workforce performance
14. Effectiveness Metrics: Measures of productivity, speed, and levels of performance of the workforce and of HR
15. Satisfaction Metrics: Measures of line-manager or workforce satisfaction or of the importance that they place on one issue over the other
16. Volume Metrics: Measures designed to capture the frequency of workforce or HR activities
17. Cost Metrics: Measures of individual and aggregate costs of workforce or HR activities
Most HR measurement initiatives help to align HR and corporate strategy in order to enable managers to make better workforce optimization and management decisions
Today the behavioral science of Psychology has made rapid advances in enabling human understanding and appreciation of their real potential. The battery of scientific assessments based on the research of prominent Psychologists helps you become aware to optimize and capitalize on their strengths and capabilities. The results, of such high value assessments, impact directly on performance improvement both in task as well as people management.
MAP – Measuring Attitudes & Personality is an intensive certification process undertaken by different professionals from across varied fields like recruitment, coaching, training, counseling, performance management, competency mapping, consulting, leadership and business development. You can do it online or during a training workshop.
From India, Bangalore
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