Key HR Metrics & Quality Management in Organizations
Current Operation of Human Resources: Basic Indicators
Head-count (number of people in relationship)
- Turnover and retention
- Absenteeism
- Claims
- Degree of risk
Examples of Indicators of Organizational Management
1. Effectiveness
- Factor = Net income / total labor force
- Factor costs = Operating expenses / Total workforce
- Head-count factor in people = Total work / Total workforce of Human Resources
- Separation Factor rotation = HR / Personnel average
Objective: Provide a clear way the behavior of income and expenditures of the human factor
2. Career Plans
Succession indices = Replacements made in accordance with the plan / Number of positions to be replaced
Objective: Show the total number of seats replaced according to the career plan
3. Training
- Factor of skilled employees = Employees trained / Head-count
- Cost of training per employee = Cost of training / Staff trained
- Training between training costs = Costs / Total expenditure
Objective: To verify the cost of training and identify staff training needs or features.
4. Compensation and Benefits
- Compensation Factor = Compensation (without benefits) / Total labor force
- Factor profit = Profit / Total workforce
- Benefits from compensation costs = Benefits / Compensation costs
Objective: To show the levels of expenditure spent on compensation and employee benefits.
Quality Management
Quality management involves the constant revision of the indicators presented in the previous section, and their improvement and prosecution at the time to get a negative number.
Quality management means also and above all, the cross application of these concepts in order to make the quality management policies on organizational culture.
a) High Adaptability, Flexibility:
Refers to the ability to modify their own behavior to achieve certain objectives when difficulties arise, new information or changes in the environment.
Is associated with behavioral versatility to adapt to different contexts, situations, resources and personnel quickly and properly. Flexibility is more associated with cognitive flexibility, ability to change beliefs and ways of interpreting reality, is closely linked to the capacity for critical insight.
b) Collaboration:
Ability to work collaboratively with multidisciplinary groups with coworkers very distinct positive expectations of others, interpersonal understanding
c) Competition, Capacity:
Involves extensive knowledge on the topics of the area under their responsibility. Understanding the essence of complex issues. To work at Inter. E intrafuncional. Have good discernment (ability to judge). Share your professional knowledge and expertise. Based on facts and reason (balance). Consistently demonstrate an interest in learning.
d) Dynamism, Power:
It is the ability to work hard, in various changing situations and alternatives, with many different partners that change over short periods, long working hours and make it so that the level of activity was not affected.
e) Empowerment:
Set clear performance objectives with the corresponding personal responsibility. Provide direction and accountability. Clearly take advantage of diversity (heterogeneity) of team members to achieve higher added value business. Right mix situation, person and time. Proper integration team. Share the implications of the results with everyone involved. Effective action to improve the talent and skills of others.
f) Openness, Reliability, Completeness:
Be realistic and frank. Relationships based on mutual respect and confidence in dealing with others. Their actions and behaviors are consistent with their words. Take responsibility for your own mistakes. Being committed to honesty and trust in every facet of their behavior.
g) Analytical Ability (analysis of priority, logical criteria, common sense)
It has to do with the type and extent of reasoning, and how a person cognitively organized labor. Is anyone showing overall ability to perform a logical analysis. The ability to identify problems, recognize significant information, relevant data and coordinate search. This can include the ability to analyze, organize and present financial and statistical data, establishing relevant connections between figures.
h) Initiative, Autonomy, Simplicity:
Enforceability quickly to minor difficulties or problems that arise in day to day activities. Involves proactively respond to deviation or difficulties, without waiting to make all inquiries to the chain of command, thus avoiding the escalation of minor problems. It also implies the ability to propose improvements, without a specific problem to solve. It is able to decide, action-oriented, using initiative and speed as a competitive advantage.
Respond quickly to ensure effective implementation, in a clear and simple. Ability to be flexible and see the changes as opportunities. Demonstrate behavior strongly oriented risk taking. Generate new and better ways to do things by avoiding the bureaucracy.
i) Leadership:
Constraining the concept of group leadership could be defined as the ability to guide the actions of groups of people in a certain direction, inspiring action and values development scenarios anticipating the action of this group of people. The ability to set goals, track them and the ability to give feedback, integrating the views of others, are essential in this competitive behavior.
Establish clear guidelines, targets and priorities and communicate them. Have energy and energize others. Motivate and inspire confidence. Have courage to stand up or perform beliefs, ideas and associations. Managing change to ensure competitiveness and long-term effectiveness. Openly raise conflicts to optimize the quality of decisions and the effectiveness of the organization. Provide coaching and feedback for the development of employees.
j) Modalities of Contact: (link type, level of vocabulary, verbal and nonverbal language, persuasion, oral communication, impact):
Is the ability to demonstrate strong communication skills and ensures clear communication. Encourages others to share information, talk to everyone and values the contributions of others.
In an extended concept, communication includes listening and allow others easy access to information held.
k) Level of Commitment, Discipline, Productivity:
To support and implement decisions is fully committed to achieving common goals. Be fair and compassionate even in making decisions in difficult situations. Prevent and overcome obstacles that interfere with achieving business goals. Monitor the implementation of agreed actions. Meet their commitments. Possess ability to autoestablecerse performance objectives higher than average, and achieve success.
l) Guidance to Internal and External Customers:
Demonstrate sensitivity to the needs and demands that a set of potential customers, internal or external, may be required in the present or the future. It is less of a particular behavior in front of a real customer but a permanent attitude of having the customer needs to incorporate this knowledge in the specific form of raising the activity. It differs from “customer care”, which has more to do with customer interaction with a real and concrete.
Give the highest quality customer satisfaction. Listen to the customer. Generate solutions to meet customer needs. Being committed to quality continuous improvement efforts.