Chapter 14 – Evaluation of HR Programs & Policies – Week 13 Flashcards
Workforce analytics
How HR metrics such as turnover and employee engagement, are used to describe the workforce
HR analytics
Evidence based approach for making better decisions about employees and HR policies, using a variety of tools to report HR metrics and to predict outcomes of HR programs
9 reasons for measuring HRM effectiveness
- Labour costs are most often a firms largest controllable cost
- Managers recognize that employees make the difference between success and failure
- Organizations have legal responsibilities to ensure compliance with laws governing the employer/employee relationship
- Evaluations are needed to determine which HR practices are effective
- Measuring and benchmarking HR activities will result in continuous improvements; performance gaps can be identified and eliminated
- Audits will bring HR close to the line functions of the organization
- Data will be available to support resource allocations
- Investors want info
- HR managers more likely to be welcomed at the boardroom table and to influence strategy if they use measures to demonstrate contribution of their function
5 ways of measuring HR programs (5C model)
- Compliance
- Client satisfaction
- Culture management
- Cost control
- Contribution
Ensures that the organizational practices comply with the law in areas such as:
- Health and safety
- Employment equity
- Industrial relations
- Employee- employee relations
Compliance
Managers turn to client or stakeholders perception about effectiveness of HR performance …is a way of measuring
Client satisfaction (2)
3 methods of measuring feedback
- Informal feedback- asking if they are satisfied
- Surgery — keep confidential
- Critical incident method- deceive a situation in which HR provided assistance that was helpful
Culture: a set of important ________ that members of a community share
Beliefs
Attitudes:
Perception or opinions about organizational characteristics
3 ways to reduce Cost Control (4)
- Technology
- Outsourcing
- Downsizing
Profits of an investment as a percentage of original cost
ROI
Profitability of a business in relation to the book value of shareholders equity or net assets
How well and organization uses its investments to generate earnings growth
ROE
The relationship between the costa of a program and it’s benefits
Cost-benefit analysis
Why is organizational change important to HR
It’s at the heart of planning process organizations are dynamic, constantly growing or contracting and responding to changes
True or false : recognizing the need for change and starting the process is one of the most difficult stages of the change process
True
Hays genetic model of change
- Recognize the need for change
- Diagnose what needs to change
- Plan and prepare for change
- Implement the change
- Sustain the change
Models of organizational change tend to deal with the diagnosis of what needs to change by examining:
- Leadership of the change process
- overall purpose of the change
- degree of planning involved in the change process
Social networks and political skills are used during what stage of the genetic change model ?
- Implementing the change- successful change leaders use complex social network and their political skills to achieve their desired outcome
What is the initial stage of Lewin’s 3 step model
- Unfreezing: involves the development of a shared understanding among stakeholders that a lenticular change is necessary
______ involves the trial and error process of taking action to move the firm through the intended change
Moving ( second stage of change process in Lewin’s 3 step model of change )
______ involves putting policies, practices, and structure in place to establish new norms around the change
Refreshing (step 3 in Lewins 3 step model )
