Today, gentle reader I have the pleasure of introducing Emily Manke as a guest contributor to the HRAlliance blog. Emily is an Outreach Coordinator and contributor for Online Human Resources. You can read her regular blog here. I think you will find the some of the conclusions that she publicizes are consistent with this blog.
KPMG recently released an informative, must-read report on HR titled, Rethinking Human Resources in a Changing World. You can download the full report for free at KPMG’s site, here. The report has some pretty telling data regarding what the executive-level thinks about HR. Over 400 C-suite executives participated in this global survey, and their thoughts on HR, are surprising, not to mention disappointing.
A shockingly low 17% of participants thought their HR department was successful at “Measurably proving the value of HR to the business,” and only 15% percent saw HR “Providing insightful and predictive workforce analytics that provide understanding of the people agenda in businesses.” With all the research and white papers out there regarding HR functions, one would think HR departments would be able to demonstrate their worth. Interestingly enough, 39% thought HR was effective at keeping costs manageable. It seems to me that if the department is saving money, it’s inherently proving it’s worth, but obviously there’s a disconnect. So maybe it’s time HR developed a standard for measurement for it’s work.
"Data analytics is quickly evolving and can provide the next quantum leap for HR," said global lead and managing director for KPMG 's HR Transformation Center of Excellence for the Americas, Paulette Welsing. "Applying data analytics will allow HR to deliver empirical evidence to reinforce their recommendations and gain much-needed credibility at the highest levels of the business."
SHRM recently released a working draft for their standard workforce metrics they are in the process of creating with ANSI (American National Standards Institute.) There’s been some debate over the creation of these standards. Some HR groups, such as HR Policy Association (HRPA), a group of powerful HR managers that serve as lobbyists for the HR community, are opposed to these standards. HRPA are worried that transparencies in employee compensation would end up being more valuable for competitors than potential investors.
From what I can see of the draft, it’s usefulness will hopefully end up outweighing any risk of exposing confidential information to competition. If complete transparency is what it takes to convince senior executives that HR is a useful industry, then perhaps standard metrics need to be implemented. HR pros, it’s time to embrace these standards instead of fear them.
From Michael L, Salisbury Principal, Human Resource Alliance (HRA)
www.hralliance.biz
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