Do you measure HR Processes?

Of course we measure the HR Processes. Do you work with the results of the HR Measurement on the regular basis? Do you discuss the performance of HR Processes on the regular basis? At least once in two weeks? No? So, do you really measure the HR Processes using the standardized methodology?

Human Resources should measure the performance of the processes, but it should have the methodology, how to work with the results of the measurement effort. The measurement consumes quite a large proportion of time of HR employees and without a clear plan, it is a waste of the effort.

The measurement of HR Processes is one of the best ways for the improvements to increase the satisfaction of the internal and external clients of HR. But, when HR has no clear plan for the follow-ups and making the priorities for the individual processes, it is better not to measure and to leave the improvement of the processes fully in the hands of the HR Specialists.

The HR Measures have to be clearly connected with the HR Benchmarks as the measured process can be compared with the best practice available on the market and the HR Team can set the right target values for the process. It is not the goal to have the best process on the market. Many times, you need the HR Process, which is in line with the main competitors and provides the comparable results.

The HR Measures are important for the big HR Functions, where the management by heart is difficult and the employees can be easily lost in priorities. The measures help to set the goals and the employees are responsible for finding the way and implementing it. In the smaller HR Functions, the HR Measures are not necessary as the managers provide opinion about their satisfaction with the services.