PER1301 Emerging HR Trends Assignment by: Mauricio Amador

HR METRICS

Describe the topic/trend. (150-200 words)

The importance, evolution, and future of metrics in business strategy. the world has evolved

and human resources processes have not been the exception, years ago, human resources

were not involved in any strategic process of the company since their primary function was

strictly operational because it just measured rates of hired personnel, dismissal rate, etc.

qualified personnel used to be hired but not qualified enough for the needs of the company,

more than titles are required to perform well in a company, therefore, in HRM practices,

different types of metrics have been developed to determine decisions regarding human capital

that are beneficial to the business strategy.

Different metrics have been adopted to make appropriate decisions and contribute to the

company's established goals, leaving behind that operational approach to be a strategic one.

Companies have goals in all their processes and the starting point to achieve them is an

excellent contribution of human capital. that covers the needs from all points of view such as

knowledge, commitment, leadership, among others.

There are many types of metrics that can be run within a HR strategic process to examine the

needs of a specific position, but care must be taken because too many measures will not help

the company and could end up consuming large budget resources and time. The best practice is
to take stock and create a strategy by understanding what the value of the position in the

company is, recognizing the most appropriate resource for it, as well as guaranteeing the

commitment of the employees and monitoring that they give what is required of them.

There is a situation, and it is that "There's a clear disconnect between metrics and business

strategy. They don't help managers understand which HR issues are the strategic ones and

which are mostly tactical" (Jamrog, 2005), that is why from the starting point of human

resources There must be clarity of the needs and approaches of the company to make decisions

that add value to the company and that in the long term support the company's strategic plan.

Provide examples of how it is used or where is it having the most significant impact.

The metrics are having a significant impact on the planning and recruiting qualified workers,

restructuring positions, and creating personnel templates considering the needs of the

company.

The administrative management part has had an impact on the execution of contracts, payroll

management, social security, etc.

The metrics are acting in the evaluation and potential development of workers, creating codes

of conduct and intellectual skills that encourage communication and intellectual development

of workers.

What are the benefits or upsides to this trend?

Improve the processes to recruit and select talent.

Establish appropriate strategies for staff loyalty and retention.

Optimize training and development plans for workers.

Recognize future organizational leaders in departments.

Design employee motivation strategies.

What are the downsides?

High margin of error in recruiting qualified workers, there will always be a high degree of

probability of selecting poorly.

What are the implications for your workplace or one in which you would like to work regarding
this trend? Why should managers be concerned about this trend?

I worked in a hospital with more than 6,000 employees in different positions and for a long time

I questioned the selection capabilities of the recruitment area due to the selection of nurses.

When we talk about metrics, we talk about forms of measurement and the ability to be

objective in decision-making, where we primarily consider the qualities that a worker should

have and the ability to measure their commitment to both the company and in this case, with

patients.

In the local media and social networks there were always complaints of hospital users regarding

the services provided by the nursing staff. They were endless complaints that harmed the

reputation of the hospital and as their motto says, “a commitment with life”, but nurses

couldn’t care less. evidently something was wrong with the selection and recruitment process

because it seemed to choose nurses by their professional title considering that it is a career that
requires commitment and dedication also, something in the hospital selection metrics was

failing and I did not see improvement at all.

Works Cited

Jamrog, J. J. (2005, 12 05). The Future of HR Metrics. Retrieved from ProQuest: https://www-proquest-
com.proxy.library.niagarac.on.ca/docview/217185756?pq-origsite=summon