Is human resource function a plethora of initiatives; & good intents to increase productivity; employee engagement and talent retention ... WHAT IS THE BOTTOM LINE OF HR function

1. 10 METRICS
TO MEASURE THE
EFFECTIVENESS OF
THE HR FUNCTION
10 METRICS
TO MEASURE THE
EFFECTIVENESS OF
THE HR FUNCTION
P R E S E N T E D B Y
D r W i l f r e d M o n t e i r o
E x e c u t i v e D i r e c t o r
S Y N E R G Y M A N A G E M E N T A S S O C I A T E S
w w w . s y n e r g y m a n a g e r . n e t
M U M B A I - I N D I A

2. Many HR departments say they
are a "business partner,“
but few can provide any real
evidence that they are having a
strategic business impact.
Many HR departments say they
are a "business partner,“
but few can provide any real
evidence that they are having a
strategic business impact.
2copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved

3. After studying CEO expectations of HR,
I've compiled a list of the kind of
questions,which CEO's might want
answered about how their "human
resources"give them
a measurable competitive advantage .
This is also a approach to designing
the HRD balanced scorecard!
copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved
After studying CEO expectations of HR,
I've compiled a list of the kind of
questions,which CEO's might want
answered about how their "human
resources"give them
a measurable competitive advantage .
This is also a approach to designing
the HRD balanced scorecard!3

4. Are the people we havethe most
productive in the industry?
What is our
"Revenue per employee"?
Is it higher than our
competitors?
1 What is our
"Revenue per employee"?
Is it higher than our
competitors?
4copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved

5. Are we overpaying our employees for
the output they produce?
Is there evidence that our benefits
programs really attract
or keep people?
2
Is there evidence that our benefits
programs really attract
or keep people?
5
copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights
reserved
2

6. How does HR manage its problem
employees and chronic non
performers?
What percentage of "poor"
performers become "very
good" performers within a
specified span of time,
as a result of our HRD efforts?
3 What percentage of "poor"
performers become "very
good" performers within a
specified span of time,
as a result of our HRD efforts?
6
copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net
all rights reserved

7. Does having great employees really
make a difference in our
industry?
Has HR identified the jobs/ functional
areas where having great people is
essential for
corporate success (a CSF)?
4
Has HR identified the jobs/ functional
areas where having great people is
essential for
corporate success (a CSF)?
7copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all
rights reserved

8. Does having great employees really
make a difference in our
industry?
Does adding more or higher quality HR
resources make a difference?
Is the Return on Investment in Human
Resources higher than the ROI on Capital
or for plant and equipment?
5
Does adding more or higher quality HR
resources make a difference?
Is the Return on Investment in Human
Resources higher than the ROI on Capital
or for plant and equipment?
8
copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights
reserved

9. Show that our voluntary turnover rate is lower than our
competitors for:
 Key executives
 Top performers
 Individuals with "key" competencies and
 All individuals in hard to hire positions
Do we retain our key / most
productive people
at a higher rate than our best
competitors?
6
Show that our voluntary turnover rate is lower than our
competitors for:
 Key executives
 Top performers
 Individuals with "key" competencies and
 All individuals in hard to hire positions
9copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved
6

10. Do we attract and hire the very best
people we can afford?
Show that you have made our firm
the Employer of Choice in our
industry.
What is the average time and
trouble needed to hire people
7
Show that you have made our firm
the Employer of Choice in our
industry.
What is the average time and
trouble needed to hire people
10copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved

11. Employee Engagement Level
Do we have a clear understanding of
how many of our staff are
• Actively engaged
• Marginally engaged
• Actively disengaged
8
Do we have a clear understanding of
how many of our staff are
• Actively engaged
• Marginally engaged
• Actively disengaged
copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved

12. Are line managers effectie partners and
stake holders in HR policies and
programs??
Do well sell management on the
importance of people issues?
We educate managers and teams on
the HR implications of actions
they take (or might take).
9
Do well sell management on the
importance of people issues?
We educate managers and teams on
the HR implications of actions
they take (or might take).
12
copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved

13. Is our over-all HR strategy
aligned with our
business strategy?
Does our HR strategy
reinforce our
corporate values and culture?
Can we draw up a scorecard to measure HR’s
contribution to each parameters of corporate
values/ corporate culture
10
Does our HR strategy
reinforce our
corporate values and culture?
Can we draw up a scorecard to measure HR’s
contribution to each parameters of corporate
values/ corporate culture
13copyright 2007 -Dr Wilfred Monteiro
www.synergymanager.net all rights reserved

14. Do you have any doubt or disagreement?
I would welcome a debate…If you have any
point to add or best practices to share
I would welcome these as well.
Please email your response to
wm@synergymanager.net
Do you have any doubt or disagreement?
I would welcome a debate…If you have any
point to add or best practices to share
I would welcome these as well.
Please email your response to
wm@synergymanager.net 14

15. • is a nationally acclaimed
stalwart in the field of
business management with
an illustrious career
spanning over 25 years
• He is a consultant and
advisor to Board of
Directors of leading
companies & Chambers of
Commerce;
• a management trainer of
high repute who has
conducted over 2250
seminars in India and
abroad in areas of business
strategy, marketing &
organization development.
• a Visiting Professor to
premier management
institutes and staff training
colleges throughout India.
Dr WILFRED MONTEIRO
• is a nationally acclaimed
stalwart in the field of
business management with
an illustrious career
spanning over 25 years
• He is a consultant and
advisor to Board of
Directors of leading
companies & Chambers of
Commerce;
• a management trainer of
high repute who has
conducted over 2250
seminars in India and
abroad in areas of business
strategy, marketing &
organization development.
• a Visiting Professor to
premier management
institutes and staff training
colleges throughout India.
15
website: www.synergymanager.netcopyright 2007 -Dr Wilfred
Monteiro
www.synergymanager.net all
rights reserved

16. – http://wilfredmonteiro.blogspot.in/
– http://negotiating-wizard.blogspot.in
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– http://strategic-selling.blogspot.in
– http://hrm-excellence.blogspot.in
– http://personal-growth-guru.blogspot.in
– http://thegreatmanager.blogspot.in
– http://leadership-by-values.blogspot.in
– http://therightetiquette.blogspot.in
Dr WILFRED MONTEIRO
please view the blogspots I have developed for my participant ongoing learning
– http://wilfredmonteiro.blogspot.in/
– http://negotiating-wizard.blogspot.in
– http://salescoach-india.blogspot.in
– http://the-sales-champ.blogspot.in
– http://salesforce-excellence.blogspot.in
– http://strategic-selling.blogspot.in
– http://hrm-excellence.blogspot.in
– http://personal-growth-guru.blogspot.in
– http://thegreatmanager.blogspot.in
– http://leadership-by-values.blogspot.in
– http://therightetiquette.blogspot.in
16
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website: www.synergymanager.net

17. CONTACT US
Dr Wilfred Monteiro
TELE : 91 22 9819843927
EMAIL: wm@synergymanager.net
website:
www.synergymanager.net
copyright 2007 -Dr Wilfred Monteiro www.synergymanager.net all rights reserved
CONTACT US
Dr Wilfred Monteiro
TELE : 91 22 9819843927
EMAIL: wm@synergymanager.net
website:
www.synergymanager.net
SYNERGY MANAGEMENT ASSOCIATES
since 1993
Designing Business Excellence Models
Corporate Planning & Strategy Summits
Change Management Initiatives
Business Leadership Development
Performance Management Systems
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