Human Resource Evaluation 123 ‘+ Has training led to improved capabilities and performance? ‘¢ Have improved employee capabilities and performance resulted in higher organizational profits? To be accepted as a strategic business partner, the HRM function should be evaluated to demonstrate its value in quantitative terms. It must replace ideas with results and perceptions with assessments and back up its claims with evidence. Today, human resource measurement and evaluation is receiving considerable attention from academics and practitioners alike. Before discuss- ing the perspectives of HR evaluation, itis important to understand the meaning, of HR evaluation, HUMAN RESOURCE EVALUATION: DEFINITION AND OVERVIEW “To evaluate’ means ‘to determine the value of. Human resource evaluation refers to determining the value of HR for achieving organizational goals. Bratton defined HRM evaluation as ‘the procedures and processes that measure, evaluate and communicate the value added of human resource management practices to the organization’, There are several benefits of HR evaluation. These include * the promotion of change by identifying strengths and weaknesses; © an assessment of the performance of the HR function; ademonstration of the bottomline contribution of the HR function through, for example, reduced turnover; and ‘© a demonstration of the function’s role in the achievement of organiza- tional goals. While recognizing the importance of HR evaluation, it is also essential to answer questions such as the following: © What should be evaluated—the overall HR effectiveness or only the effectiveness of the HR function? What should be evaluated—HR activities and practices, or the impact of HR policies on the organization and employees? © What should be evaluated—HR practices, the HR department, or HR professionals? ‘© What should be the level of analysis in HRM evaluation within the orga: nizational structure? © What criteria should be used to assess the effectiveness of the HR function/ department? Greer (2001) states that answers to the above questions help one gain a complete overview of HR evaluation. Let us consider each of the questions raised above (see Figure 3.1).126s Hama Ree Mana ie teense SS = oe = ee: bomen tn Scope of evalation Eras of HR may’ be ded toma na FR'etrcuvenes or more aaron towards the efleevene fe faneion-Memrsaf eeral HI eflecvenes inca trmver weet ‘compensation cis eployee menace An evan of oe fteton on the her and icud mesure to the elec iseig an HR pram, uch ss bees and erating Overall tk acon antec ne ntuencedy the petra ‘he line manages the fem. In arower evan, oe te smears of HR are alected oy bythe perormance ofthe sale ore Such an eration maybe lading and ug hat HA these pony afte TR depen al peronne Ths ee ffm the ah All line manages and dapartnent afl they HRM Mow HRM scivies re shared betecen HR personel ‘manage. Hence, evan of HR fant ntale te ‘The scope of erahacon lo narporsien oe pec tha ictus ican HR price toate an pon prance Deis | te ma of Fomine neg ws ge -rorunme an impact om erorune can vay Morea ‘fan HR programme may emai stable oceans eres et ec Th echo ed HRM evaluation ned be ceo gets bing vated. Is the HRM department being evant [HR penomel oc HR pace? is inpernve hate sop of et ‘nce lee. This opis del wan eter dtl atin eo he section oa HR ta Semon anne en a cette fn the impact of HRM pace Sen eye ten pam aaa i de rte re Facet wheter peu a eta a ‘the frm ts losing high performers, ci Mt Wemiication, wheter eve fay che op apt tt a Scinelfann Hemant tn ie une mage ea de ‘iho tide ip tence sian rou wed thea Sten ye ee Evalaton cera The doin sae iy then of HR in ein ee tigen rogaine cere ect ‘keno erin en sted aon coe sera em Secon Speen Dena he ee ome hehe re interpsont esse Frc mrt tevadtee tse femora Haver cons sme ne Smeal mie ttsaniybcapeeed Resco ae fact ay bce eligi ee ae ieevih ey ey rsp Sas = tng Hl evden cps cpap cations is Se alana ad tons tnt aon cae teagan Renee Some biacy chet Taian ration See inom he ijn ishing is si rn rsa ye rminng Hi ace doing nt en ee Teter ar ce cr pt indecevonn ong tet Tevet a Snel Chap eps ep ‘ont compet oeng aman nea18 Some Hamm Rone ae bee at esi, Wale ms hp, soon sd eek wena ah ‘a a 2 a ello wR pe ste et apc ea cc mec ce ery ela torrn non FIR oh scheme Sree no the Gm ‘ HRM AND FIRM PERFORMANCE ee cra iether oy ‘et ee Freche rar Seses anon eae CS cee eee Secchi cern ae attend cera fw ie Se rela See Roce eat e es a = SoSrrneranccet ees Seca oe a acetate te nea neon aeons os eae rap increta ee eenettace a Feeepenengicmctplacieer red cheireetres wescomescateate, = Sperone ipeocmee ar ae nacre can : camera elon macros earner pereeenerd Patera eked Sheer capac owceat Ste ecm as - sale tthe br sale, ve Fome-cot pr “hereon tec iiktpacees inex of HR tye ee ——" = ie ah he co co That ey tl oa heal et ae pe Mand ane perm no HI cn a 5 eal pre Sin ea wle3: Sanna est on ole me atin ene [cer heaters ‘Serta tae inten a oa Es oacomat gai stp 1 [RT] mare icine | 1 |i pcm i ah