Is your HR function more than compliance? How do you know if it makes a strategic contribution? Measuring “a worker’s journey” through your organization can shine some light on that question and provide a roadmap to growth and accomplishment. In parts one and two of this series, we set the stage. Now let’s define the journey.
We call it “A Worker’s Journey” because its perspective begins and ends through a worker’s eyes. The “Journey” has six fundamental stages, each of which is relatively easy to measure:
|Aware||Employer Brand||Qualified applicant backlog|
|Discover||Recruiting||Time to fill|
|Commit||On-boarding||Time to average production|
|Advance||Performance Management||Function-specific progression|
|Replace||Knowledge Retention||Function-specific stability|
|Leave||Separation||Recommendations & referrals|
Too simple? Probably. But it does give us a good starting point (remember, this is from a worker’s perspective). The first five will give us a good idea of HR’s effectiveness. Just for clarification, when we say “HR,” we’re not talking about a person or a department. We’re referring to a function. That “function” is performed by anyone who has direct reports. So, if you manage humans that you believe are the organization’s greatest resource, YOU are a human resource manager!
We’ll dive into each stage, demonstrate its connection to strategic objectives, and provide practical suggestions for their use in the next several blog posts. Until then, what’s your take on this approach so far?