| The business success is about taking right people to | | | | affect the company. It's obvious that even if someone |
| the right place on right time. So what is the problem? | | | | works in a Sales then he or she will affect not only the |
| Actually, if you need to manage not one, but five | | | | financial part of the business by generating sales, but |
| employees or better five groups of employees, then | | | | also all other parts. |
| you face the problem of measuring and control. It's | | | | For instance, sales person will be involved in entire |
| hard to tell whether one group is performing better or | | | | company processes, such as education and |
| not, it becoming hard to compare one employees | | | | knowledge sharing. This person will also work directly |
| success against other one, it's hard to see the unique | | | | with customers, so he or she might not just sale, but |
| features of people. So what the solution is? The key | | | | get a valuable feedback from end users of your |
| metrics and key indicators, which will tell you how to | | | | product. These people will also help your company to |
| manage your stuff right. | | | | grow not just in terms of sales, but in terms of better |
| There are two approaches I suggest to take into | | | | business processes and business efficiency. |
| account when thinking about human resources (HR) at | | | | So how to measure and control HR department at |
| your company. First, you can think in terms of process, | | | | your company. The answer is very simple - you should |
| second you can think it terms of how do employees | | | | develop some key indicators that will represent |
| affect the whole business. | | | | company business and then pay attention to what is |
| The processes of working with employees include: | | | | working good and what should be changed. There are |
| hire, education, management, retire. All the stages must | | | | many names for this system, for instance KPI (Key |
| be processes carefully, as they could fully change your | | | | Performance Indicators) or Balanced Scorecard. The |
| business. For instance, if you will have the best system | | | | result is having the clear view of what is going to |
| to hire stuff, but it will be working slowly, then you will | | | | happen in company and how it will steam-line your |
| fail. If your education system will allow to train | | | | business. |
| everyone, but will not allow to check the actual | | | | What should be the first step? Actually, I think you |
| performance generated by training processed, then | | | | have already had some important information for |
| you will fail. If your best people will retire, then you will | | | | scorecard. For instance, you have document called |
| lose. | | | | "mission", this is a general definition of your principles, |
| So, that's why it's really important to measure and | | | | you can some business goals, you have business |
| control all processes involved into employees | | | | processes described and formalized. What you need |
| relationship. People who you work with, should | | | | now is to gather all this important information into a |
| understand what your goals are and how they will help | | | | easy to manage system, which will take in account the |
| to achieve these goals. This is the key idea of manage | | | | importance of each metrics. This system (Balanced |
| and control in employees management processes. | | | | Scorecard or KPI) will help to manage and control the |
| Another approach is focusing on how someone's job | | | | performance of your HR department. |