The way we define HR metrics today depends on what they measure. For example, if you were to ask a major consultant at a well known consulting company what types of metrics are there to be used by human capital and human resource professionals, they may respond with 1- human capital metrics, and 2- human resource productivity metrics. (see screenshot of a slide I found online saying just that). But, there is a fundamental issue in defining the metrics we use in this way – namely it doesn’t benefit us at all.
Defining metrics by what they measure essentially results in redundant classifications, and classifications limit our viewpoint and our [...]
So this is a continuation of the social network analysis and organizational network analysis series I posted yesterday. This time we’ll talk about the general applications of SNA/ONA. And yes, we’ll stay with the basics for now. I plan on writing up some more advanced lessons later.
In this post we’ll talk about the uses of SNA/ONA. Feel free to refer to the fundamentals of SNA/ONA article to get you started on the very basic concepts before reading this one.
So, in short, organizational network analysis (we’ll use ONA and SNA interchangeably) has been used for many different applications. One particular article I read a while ago concentrates on the uses of social [...]
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