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HR Measures

Since 1998, Brindabella Consulting has been researching and developing solutions to the vexed area of HR Measures or Metrics. Our approach has been further developed in the delivery of outsourced HR services for the last two years.

Recent major breakthroughs came as a result of three major influences:

• The development of a comprehensive model of the HR function which clarified the reason for the existence of the HR function and its contribution to the success of the organisation.
• The publication of the 'HR Scorecard' book by Becker, Huselid and Ulrich in the United States which gave HR measures a renewed prominence and a frameowrk for discussion, without proposing a set of standard measures or a model of outcomes.
• A renewed interest in using HR systems to capture informationn related to processes beyond payroll and position management, and to use this information to monitor service delivery and outcomes.

Our Approach
Brindabella Consulting takes the view that HR measures should not be opportunistic. They should be derived first from the strategy of the organisation where the key people influences on organisational success should be set out and agreed.

Importantly however, we subscribe to the model that a successful organisation is built on the skills and motivation of its workforce. This provides us with a key approach to defining relevant HR measures around the state of the workforce. IT is estimated that 80% or more of these measures are common to all organisations and can be standardised.

The HR function contributes to the skills and motivation of the workforce through its deliverables in recruitment, performance management, training and development, remuneration and reward, employee relations and creating a quality work environment. A series of measures have been developed in relation to the HR deliverables.

Lastly, of course, employees expect accuracy and timeliness in the service they receive directly from the HR and payroll area. Measures of service delivery are also included.

All the above measures can be integrated to provide a comprehensive view of the HR function and its contribution to the success of the organisation. The vast majority of the information can be held in the HRMIS, supplemented by a small number of staff surveys.

Scorecards
As well as effectively measuring the HR function, the Brindabella approach has also developed simple, relevant scorecards that provide executives and line mangers with continuous feedback on the state of their workforce. This enables them to monitor their own people management performance and address issues before they begin to affect the outcomes.

If you are interested in discussing the Brindabella approach to HR measures, please contact Gary Hampson on (02) 6239 6500.

CONSULTING
HR Strategy
HR Metrics
HR Audit
Staff Surveys
HR Outsourcing and Advice
Facilitation and Planning
Workforce Planning
Employee Communications
Selection Processes
Performance Systems
HRMIS Selection
HRMIS Implementation
Salary Policies
Competency Frameworks
Incentive Programs
Skills Audits
HR Tender Response
HR Tender Evaluation

SOFTWARE AND SYSTEMS
360 Degree Feedback
HR Support Desk

TRAINING
Recruitment
Behvioural Interviewing
Performance Feedback
Performance Assessments
Leadership Programs
SES Leadership Capabilities
Networking
APS Values
Self Knowledge for Leaders
Communicating with Influence
Leadership Models

COACHING
Executive Coaching
Senior Executive Teams

RESOURCING
HR Specialists
HR Contractors
HR Competency Assessments
Ability Testing
Personality Assessment