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 [...]
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