week 5 discussion post, metrics

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Many Chief Executive Officers (CEO’s)  and Chief Financial Officers (CFO’s) complain that their Human Resource  professionals do not report metrics about Total Rewards or otherwise that matter  to the organization or share relevant information. We want you to be  able to provide metrics that are relevant to the organization – metrics  that matter.

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  • After selecting a metric for this  discussion, ask yourself what does the metric that I am proposing tell  me about the effectiveness of the Total Rewards program? It must relate  to Total Rewards to be a relevant metric for this discussion and for  your next presentation. Revenue, profit, customer satisfaction are good  data to know, but they are not good metrics for this assignment.

Further, the percentage of turnover is not important by itself as a metric,  but the metric of the percentage of the highly valued employees who are  leaving the organization and why they are leaving is helpful to know  since the data should tell us if the rewards currently offered are a  factor in those valuable employees leaving. Whether employees are happy is not a helpful metric  (nothing against having happy employees but the organization would be  better informed if it knew whether the employees are engaged in their  work because of the total rewards). A metric that reports the percentage  of the employees who are satisfied with the organization is not as helpful as knowing by individual segment of employee which benefit is of most value, through a forced ranking of the benefits. 

  • Please keep this information in mind  as you answer the following questions and design your second  presentation, due this Sunday by midnight. The second presentation and  your final assignments will continue to use the organization you used in  your first PowerPoint presentation.

1.  Give an academic definition of the term metric (with an in-text citation and full reference)

2.  Discuss why, in general, metrics  are important for HR professionals to report. For example, they can  assist the HR professional in achieving their goals and objectives while  also assisting the whole organization. For example if innovation is a  core capability of the organization, tracking the level of turnover of  the individuals who have had the most success innovating would be  important along with knowing why these individuals are leaving. This  metric would allow the organization to change incentives or other  rewards, if needed, or look for other ways to retain the needed talent. 

3. Share an example of one metric you  are considering for your second MS PowerPoint presentation when you will  present three metrics to evaluate the success of the total rewards  program. Assignment 2 is due at the end of this week.  

State or describe:

A metric you are considering for the  next assignment (typically a metric is an outcome and is presented as a  percentage or index).

What the metric tells the organization about the effectiveness of the total rewards program

How the metric aligns with the organizational capabilities (what it does best) 

How the metric aligns with the employee competencies (the knowledge, skills, and abilities) 

How the data for the metric will be  collected (for example, through an electronic survey, exit interviews,  data from the Human Resource Information System (HRIS), focus groups or  something else)  


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