5 ways to improve the ROI on Talent Management

Lets face it – most companies don’t measure ROI on their Talent Management programs. Perhaps this is because they don’t know how to, that they know the result will be scary (very negative) or just because they don’t believe in measuring HR. For whatever reason, they are starting from way behind the starting line. ROIContinue reading “5 ways to improve the ROI on Talent Management”

ROI is a dangerous tool – here is how to use it

ROI (Return On Investment) has become the tool which HR increasingly use to show that they are adding value to the company’s bottom line. And rightly so. HR has the potential to create a lot of value to a company – also Shareholder Value. And this value¬† should be shown and highlighted. ROI is aContinue reading “ROI is a dangerous tool – here is how to use it”

Wrong assumptions lead to bad decisions

Human Capital is the ‘hard’ side of Human Resources. It is about making strategic decisions, measuring the impact and basing decisions upon ‘objective’ and measureable data. One of the most important things for a Human Capital Manager is therefore to get quality data. Without that you cannot make good decisions. Daryl Morey writes on HBR’sContinue reading “Wrong assumptions lead to bad decisions”

Does job satisfaction lead to increased productivity?

Job Satisfaction is one of the most researched concepts in Industrial Psychology and in HR in general. And one of the most robust findings about it is that it correlates highly with productivity. To which degree varies quite a lot. A large meta-survey by Judge et al. suggests that the correlation is about 0.3, butContinue reading “Does job satisfaction lead to increased productivity?”

Five popular myths about Talent Management

To produce a value-added Talent Management program you need to understand – and avoid the pitfalls of – five popular myths about talents: 1) Talents are easy to identify. Talent are rarely in the position they ought to be in or in a position which reflects their potential. Identifying an organization’s talents require a rigorousContinue reading “Five popular myths about Talent Management”

3 reasons why not to measure retrospectively

It is tempting to measure retrospectively – but try to stay away from it. You may have just held a course or completed a successful leadership training program. Or you are finding that your talent management program is being well received. Now you want to show that it added value to the business by measuringContinue reading “3 reasons why not to measure retrospectively”

Do you really know how to measure Engagement?

You want to increase productivity, lower employee turnover and absenteeism and make your company attractive so you can attract the best talent. Fine. This you can measure with ease. Then you decide that you want to improve on the results and you need to find out what should be improved. How do you decide whatContinue reading “Do you really know how to measure Engagement?”

Measuring HR is a mean – not an end!

I was speaking with an executive HR person the other day. He told me that one of the things he measured – and which was a KPI for him – was the response rate for the semi-annual employee satisfaction survey. His target was 90%. At the time when I spoke with him the response rateContinue reading “Measuring HR is a mean – not an end!”