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06/09/2017

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Simply want to say your work is outstanding. The clarity in your post is simply excellent and i can assume you’re an expert on this subject.. Thanks a million and please carry on the rewarding work.

ANSI and SHRM partnered on executive pay ratios as well which is another example of metrics gone mad. There are so many variables involved in understanding pay ratios as well as the six key metrics you outlined above.

I can't imagine what value all of this would be to investors. Sorry to say it makes SHRM look naive at best and clueless at worst.

Agree with Stephanie that the number-crunchers seem fixated on the delusion that only what can be counted matters in HR. But, why worry about ratios when you ignore value? All the measures described are totally situational and offer almost no insight whatsoever on the HR health of an enterprise. I must have missed the authoritative studies of SEC-regulated firms that confirmed the importance of those ratios.

Thankfully, there are relatively few publicly traded corporations left at present to be cursed with another set of meaningless metrics. Everything popular with lawyers and auditors is not necessarily good for business. Quite the contrary, in many cases ...

Thanks for the thoughts, here are some comments that I also think can add to your debate.

1) Human capital spending - Why note, a worthy metric and one that might highlight ROI or NOTE from unworthy high paid leaders?

2) Employee retention - Interesting idea but seems to lack more consideration to the purpose of the business strategy.....(growth)

3) Leadership pipeline - Love it. This also highlights the need for potential churn for fresh talent and nurturing of existing potential.

4) Leadership quality - mmmmmm Would love to see the design of those questionnaires and define a balance between quantitative and qualitative information.

5) Too easy to cook the figures.

6) Ha ha ha ha ha

I agree with your comments on the whole. It might be admirable to seek deeper understanding with HR metrics and I guess it might be hard to get it right first time.
A more progressive and deeply researched method will be required before such metrics can be applied across all business.

Great idea, poor execution....
Find out more how to apply vision to other metrics here https://www.jamsovaluesmarter.com/metrics/

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