Reference no: EM132201504

The human resource professional continues to change from a transactional role, where compliance and administrative functions are the primary function, to providing more strategic responsibilities to achieve organizational goals. To make strategic choices it is important to have relevant facts about various aspects of the organization. This is where the effective use of metrics and dashboards come in. Metrics are a form of measuring specific aspects of the HR function, recruiting for example. Dashboards are a summary of various metrics that can inform management on the status of various measures. Other reporting methods include scorecards, HR reports, and strategy maps. While these metrics and dashboards are generally used internally, some organizations will share the information with other stakeholders internal or external to the organizations as well.

Imagine you are a member of a large HR department. The department director has requested that you assist with research on the best possible metrics to be used on an HR dashboard meant to assist senior management in their strategic planning efforts. You are not required to create a dashboard or other reporting method. You are, however, being tasked by the director to research various metrics and propose three (3) that you feel will provide the information the organization needs for best planning.

First, assess the various types of HR metrics, such as Organizational Data, Employment Data, or Compensation Data (see Figure 3.9, page 78 of Human Resource Management, Dessler, 2017). (The reference information is at the bottom of this post in Bold) These are just some examples, but you should research others. Then select three (3) metrics to recommend to the management team and write a 1,500-2,000-word proposal that includes the following:

Determine how each metric will be measured and how often.

Explain the best method to report these metrics (i.e. digital dashboard, scorecard report, or strategy map, etc.) and your rationale.

Justify how the information can be used to align the HR strategy with the overall business strategy.

The reference information from Figure 3.9, page 78 is below:

Strategy Map Graphical tool that summarizes the chain of activities that contribute to a company’s success, and so shows employees the “big picture” of how their performance contributes to achieving the company’s overall strategic goals.Describe each of the chosen three metrics and why they are important to measure.

HR Scorecard A process for assigning financial and nonfinancial goals or metrics to the human resource management– related chain of activities required for achieving the company’s strategic aims and for monitoring results.

Digital Dashboard Presents the manager with desktop graphs and charts, so he or she gets a picture of where the company has been and where it’s going, in terms of each activity in the strategy map.