Metrics for HR Professionals
Collected data can be qualitative, quantitative, or a mixture of both. Qualitative data are often associated with words or perspectives and are often collected through ways such as interviews. For example, an organization might conduct exit interviews to ask previous employees why they decided to leave and to better understand these employees’ general perspectives on their experiences while at the organization. That would lend itself to developing common themes learned from the interviewees. Those themes could be reported on in some detail and could provide fairly in-depth information for qualitative data analysis related to HRM.
Quantitative data are typically associated with numerical calculations and are gathered from sources such as surveys. For example, an organization might calculate the average turnover rate for the organization by counting how many people have resigned over the past year. The organization might compare this figure to previous years, and the result could help them understand if they have experienced an increase or decrease in turnover.
When you want to understand “why” people do something, qualitative data collection is better. When you want to know “what” they did, quantitative data is more appropriate. Using a combination of the two can sometimes paint a better picture in understanding organizational issues overall.
With these thoughts in mind:
Post a cohesive and scholarly response based on your readings and research this week that addresses the following:
Discuss at least two qualitative HR metrics that HR professionals might use in your chosen organization that have not already been discussed, and why you have chosen them (e.g., Why do people like to work here? What do people not like about our benefits program?). Include the benefits and limitations of each HR metric. Include how using the HR metrics you have chosen might influence your credibility as a strategic partner with the organizational stakeholders.
Finally, discuss whether you think it is more important for HR professionals to be competent in qualitative methods, quantitative methods, or both, and explain why. Be specific, and provide examples with references to the literature.Metrics for HR Professionals Example
Employee dissatisfaction and workplace diversity are two qualitative HR metrics that HR professionals in Chick-Fil-A can use. Managers should evaluate employees to understand whether they are overwhelmed with work or bored. This will help HR professionals to prevent or avoid putting employees in situations that can lead to dissatisfaction. Chick-Fil-A is among the companies with most satisfied employees, as reported by (Indeed.com 2019). Therefore, determining issues that might lead to a decline in employee satisfaction, it is essential for maintaining a happy workplace. This will improve the company’s decision to promote the elements increasing employee satisfaction and reducing the ones leading to job dissatisfaction.
Assessing workplace diversity impact in Chick-Fil-A is essential to determine the employees’ views on inclusivity. For example, Chick-Fil-A is mainly founded on the Christianity religion. Therefore, it would be essential to use workplace metrics to get the views of non-Christians and non-religious people working in Chick-Fil-A. Understanding this HR metric will help the management to make the right hiring decision as well as the impact of its workplace culture on employees.
In both HR metrics, employees might not reveal their real views for fear that they will lose their jobs, or the management will develop a negative attitude towards them (Fink, 2017). Secondly, the employee might not provide the information needed by HR professionals to make informed decisions.
As a strategic partner, using both employee dissatisfaction and workplace diversity, HR metrics will increase my credibility in the eyes of the Chick-Fil-A internal stakeholders, and particularly employees and the management. The stakeholders are concerned with improved performance through an increase in sales and delivery of quality services to customers. If we get rid of the issues, leading to employee dissatisfaction, then productivity will increase. Similarly, determining the situations in the workplace will help the Chick-Fil-A management to determine the issues with its culture and whether they affect employees’ performance.
HR professionals should possess both qualitative methods and quantitative methods of HR metrics. The qualitative measurements will capture the qualitative aspects that cannot be quantified (Durai, Rudhramoorthy, & Sarkar, 2018). On the other hand, the quantitative element will facilitate the utilization of data to arrive at more reliable results. As such, both metrics are important for understanding issues related to employees in the organization.
Durai, S., Rudhramoorthy, K., & Sarkar, S. (2018). HR metrics and workforce analytics: it is a journey, not a destination. Human Resource Management International Digest, 27(2). doi:10.1108/HRMID-08-2018-0167
Fink, A. A. (2017). HR Metrics and Talent Analytics. The Scholarly Commons, 1-38.
Indeed.com. (2019). Chick-fil-A Employee Reviews. Retrieved from https://www.indeed.com/cmp/Chick–fil–a/reviews