HR ASSESSMENT AND ANALYTICS

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HR ASSESSMENT AND ANALYTICS by Mind Map: HR ASSESSMENT AND ANALYTICS

1. Better decision making

1.1. Employees

1.2. Policies

2. EVIDENCE BASED APPROACH

2.1. Report HR Metrics

2.2. Predict Outcomes

3. Why Measure?

3.1. Control Labour Costs

3.2. Reward Good Performance

3.3. Legal Resonsibilities

3.4. Determine Effectiveness of HR Practices

3.5. Identify and Eliminate Performance Gaps

3.6. Enhances Competitive Advantage

3.7. Support Resource Allocation

3.8. Better Information for Investors

3.9. HR Managers Can Influence Stragegy

4. 5 C Model of HR Impact

4.1. Compliance

4.1.1. Comply with Law

4.1.2. Avoid Legal Action

4.2. Client Satisfaction

4.2.1. Measure Satifaction

4.2.2. Predict Financial Performance

4.2.3. Includes Other Departments, Stakeholders

4.3. Culture Management

4.3.1. Influence Employee Attitudes

4.3.2. Develop Culture that Supports Optimal Performance

4.3.3. Use of Employee Surveys

4.4. Cost Control

4.4.1. Reduce Costs of Labour

4.4.1.1. Techonology

4.4.1.2. Outsourcing

4.4.1.3. Downizing

4.4.2. Increase Efficiency

4.5. Contribution

4.5.1. HR Practices Shape Behaviour of Employees

4.5.2. HR Helps Organization Achieve its Goals

5. Contribution to Organizational Performance

5.1. Financial Measures

5.1.1. Return on Investment (ROI)

5.1.2. Return on Equity (ROE)

5.2. Managerial perceptions of Effectiveness

5.2.1. Compare Profit Seeking Firms with Public Organizations

6. Approaches to Measuring HRM Practices

6.1. Cost Benefit Analysis

6.1.1. Direct Costs

6.1.2. Indirect Costs

6.2. Utility Analysis

6.2.1. Measures Outcomes of Decisions

6.3. Audits

6.3.1. Assess Progress Against Goals

6.4. Benchmarking

6.4.1. Internal

6.4.2. Competitive

6.4.3. Sector

6.4.4. Best In Breed