Comments on: You Can Only Improve What You Can Measure http://www.empxtrack.com/blog/09/organization-effectiveness-surve/ Blogging Ideas for Human Resources Fri, 27 Jan 2012 21:38:10 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Online Shopping http://www.empxtrack.com/blog/09/organization-effectiveness-surve/comment-page-1/#comment-1049 Online Shopping Mon, 14 Jun 2010 15:54:06 +0000 http://empxtrack.com/blog/?p=30#comment-1049 Hello webmaster I like your post …. Hello webmaster I like your post ….

]]> By: Maj. Gen. B.K. Bhatia http://www.empxtrack.com/blog/09/organization-effectiveness-surve/comment-page-1/#comment-2 Maj. Gen. B.K. Bhatia Mon, 29 Sep 2008 06:53:16 +0000 http://empxtrack.com/blog/?p=30#comment-2 HR Effectiveness means 'Workforce Effectiveness' evaluated in terms of the implementation of various HR processes which directly contribute to the business outcomes. 'Talent Management' is an approach aimed at integrated deployment of various processes such as 'Competency based Recruitment', 'Goal based employee evaluation', 'Performance linked incentives', 'Employee development' based on competency gap analysis, effective 'Succession Planning' for key positions and capture of tacit knowledge through 'Employee Exit Management' process. 'HR Effectiveness Tool' helps organizations to evaluate the current status of deployment of the above mentioned talent management processes as well as 'Human Capital Management' processes. It enhances decision capability to introduce technologically advanced HR systems which could help in steering the strategically important aspect of improving workforce effectiveness. To effectively manage people, organizations do need on-line HR systems which provide comprehensive dash boards with drill down features to strengthen decision support capabilities of the management. I fully agree with Joanne that improving workforce effectiveness is a strategically critical parameter. But to achieve this, organizations require state of the art HR Systems which could enhance the effectiveness of their HR processes. Maj Gen B K Bhatia HR Effectiveness means ‘Workforce Effectiveness’ evaluated in terms of the implementation of various HR processes which directly contribute to the business outcomes. ‘Talent Management’ is an approach aimed at integrated deployment of various processes such as ‘Competency based Recruitment’, ‘Goal based employee evaluation’, ‘Performance linked incentives’, ‘Employee development’ based on competency gap analysis, effective ‘Succession Planning’ for key positions and capture of tacit knowledge through ‘Employee Exit Management’ process.

‘HR Effectiveness Tool’ helps organizations to evaluate the current status of deployment of the above mentioned talent management processes as well as ‘Human Capital Management’ processes. It enhances decision capability to introduce technologically advanced HR systems which could help in steering the strategically important aspect of improving workforce effectiveness. To effectively manage people, organizations do need on-line HR systems which provide comprehensive dash boards with drill down features to strengthen decision support capabilities of the management.

I fully agree with Joanne that improving workforce effectiveness is a strategically critical parameter. But to achieve this, organizations require state of the art HR Systems which could enhance the effectiveness of their HR processes.

Maj Gen B K Bhatia

]]> By: Joanne Bintliff-Ritchie http://www.empxtrack.com/blog/09/organization-effectiveness-surve/comment-page-1/#comment-3 Joanne Bintliff-Ritchie Tue, 23 Sep 2008 16:20:44 +0000 http://empxtrack.com/blog/?p=30#comment-3 While HR Effectiveness is operationally important, Workforce Effectiveness is strategically critical. Companies must move aggressively to build decision support capabilities that measure the impacts of workforce performance and their talent management/HR practices on business outcomes. While HR Effectiveness is operationally important, Workforce Effectiveness is strategically critical. Companies must move aggressively to build decision support capabilities that measure the impacts of workforce performance and their talent management/HR practices on business outcomes.

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