HR Professionals: Measuring Effectiveness for Optimal Results - Essay Sample

Introduction

HR professionals can ensure that they are effective by measuring their effort through ensuring that they engage in planning, coordination and directing of the organization function (Albrecht and Bakker 2015, p. 15). They also measure the effectiveness of their effort by engaging in training, interviewing, and recruiting of employees and serving as a connection between the employees and management of the organization. An HR professional can test the HRM practice in their context by ensuring that they engage with employees by talking about the issues concerning the organization and how they can make the organization prosper. Also, they can try to identify the roadblocks within the organization and goes ahead and remove it so that the organization can work effectively. Furthermore, they engage in providing training to the employees so that they can be effective in their work (Fajana and Owoyemi 2011, p.12).

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The HR professionals can use metrics such as effectiveness of the human resource software, absenteeism, cost of HR per worker, turnover, employee happiness, employee productivity index and the ratio of HR professionals to it workers to access the effectiveness of the HRM ( Obeidat 2012,p.120). The metrics are important on this because it helps the organization recognize how well it can utilize and channel human capital so that it can attain its goals. Also, HR professionals can use measurement techniques such as return on investment, Break-even analysis, and cost-benefit analysis to access the effectiveness of the HRM (Inyang and Awa 2011, p.120).

HR leaders should ask themselves question such as what do I require to achieve and why? That kind of question will make them realize why the organization chooses them to be leaders and what roles they are required to play in an organization( Guest and Woodrow2012, p.115).As a result of that, they will put down what they need to accomplish and work on it right away. After working on it, they will eventually improve the HRM effectiveness (Schuler and Jackson 2014, p.36)

The types of information that are found in the organization are concerned with the objectives of the organization and the information regarding the strength and weakness of the organization. The information that helps the organization management practice is the one that is concerned with objectives. In objectives, they set down a question on how to improve the management of the organization (Jackson and Renwick 2011, p.99)

References

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Fajana, S., Owoyemi, O., Elegbede, T. and Gbajumo-Sheriff, M., 2011. Human resource management practices in Nigeria. Journal of Management and Strategy, 2(2), p.57.

Guest, D.E. and Woodrow, C., 2012. Exploring the boundaries of human resource managers' responsibilities. Journal of business ethics, 111(1), pp.109-119.

Inyang, B.J., Awa, H.O. and Enuoh, R.O., 2011. CSR-HRM nexus: Defining the role engagement of human resources professionals. International Journal of Business and Social Science, 2(5), pp.118-126.

Jackson, S.E., Renwick, D.W., Jabbour, C.J. and Muller-Camen, M., 2011. State-of-the-art and future directions for green human resource management: Introduction to the special issue. German Journal of Human Resource Management, 25(2), pp.99-116.

Obeidat, B.Y., 2012. The relationship between the human resource information system (HRIS) functions and human resource management (HRM) functionalities. Journal of Management Research, 4(4), pp.192-211.

Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1(1), pp.35-55.