Leadership training and sales training Australia.

I will eat the proverbial hat and agree. At this point in time it is extremely important that all HR and OD Strategies include an aspect of measurement detailing the metrics that are going to be used to measure the success of the project. This can provide invaluable data that can be fed into future projects and annual business planning processes.

In addition, the metrics associated with HR Strategy can be presented in a format that CEOs and Senior Executives can understand. No need for long winded sentences and reports but clear and concise measures that show where you were before, where you are now and associated recommendations.

As mentioned in an earlier blog, defining work hours as “inactive” versus “active” and the relating FTE’s were an important part in the decision making process which avoided deep staff cuts for a large Australian organisation.

There are many feedback processes that can be used in combination with system metrics. It all depends on what you have available, what is critical to be measured and what you need to do with the information. How ever you do it – short online surveys, focus groups, happy sheets, performance management systems – ensure all projects include feedback loops and then use the information to develop more targeted and effective strategies.

Presenting clear and concise measures of success will build your knowledge of the organisation and provide evidence of your credibility as a valuable source of information. Go forth and measure!