Metrics for HR Professionals Paper

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Metrics for HR Professionals Paper

Discussion 2: Metrics for HR Professionals

Collected data can be qualitative, quantitative, or a mixture of both. Qualitative data are often associated with words or perspectives and are often collected through ways such as interviews. For example, an organization might conduct exit interviews to ask previous employees why they decided to leave and to better understand these employees’ general perspectives on their experiences while at the organization. That would lend itself to developing common themes learned from the interviewees. Those themes could be reported on in some detail and could provide fairly in-depth information for qualitative data analysis related to HRM.

Quantitative data are typically associated with numerical calculations and are gathered from sources such as surveys. For example, an organization might calculate the average turnover rate for the organization by counting how many people have resigned over the past year. The organization might compare this figure to previous years, and the result could help them understand if they have experienced an increase or decrease in turnover.

When you want to understand “why” people do something, qualitative data collection is better. When you want to know “what” they did, quantitative data is more appropriate. Using a combination of the two can sometimes paint a better picture in understanding organizational issues overall.

With these thoughts in mind:

By Day 4

Post a cohesive and scholarly response based on your readings and research this week that addresses the following:

  • Discuss at least two qualitative HR metrics that HR professionals might use in your chosen organization that have not already been discussed, and why you have chosen them (e.g., Why do people like to work here? What do people not like about our benefits program?).
  • Include the benefits and limitations of each HR metric.
  • Include how using the HR metrics you have chosen might influence your credibility as a strategic partner with the organizational stakeholders.
  • Finally, discuss whether you think it is more important for HR professionals to be competent in qualitative methods, quantitative methods, or both, and explain why.
  • Be specific, and provide examples with references to the literature.

References:

Jayne, V. (2003). Measuring ROI: Return on individuals. Investing in people has a feel-good ring to it—But what impact do human resource initiatives have on the bottom line? And how easily can that impact be measured? New Zealand Management, 34.

Lockwood, N. (2010). Measuring ROI for diversity management—Case histories from a report from the Society of Human Resource Management (SHRM). Wem, 18(3), 1–6.