A lot has been written about the impact of the human resources department on the organization and business outcomes. One study, found that only 17% of business executives believe that HR does a good job at demonstrating its value to the business. Big Data is a huge opportunity for HR, yet most HR professionals are overwhelmed with the amount of data and the inability to draw conclusions from it. There is also this infamous, scathing article about HR from 2005.
It is not all negative. Boston Consulting Group found that in an array of HR activities recruiting, on-boarding, managing talent, employer branding, performance management, and developing leaders had the most impact on business outcomes, i.e. revenue growth and profit margin. More research found HR programs are both directly and indirectly related to employee behaviors, such as turnover and satisfaction.
All business units have their barriers to effectiveness and challenges. But what prevents HR from having an impact on business outcomes? Is it money or staffing resources? It is the value and perceptions placed on the HR function itself? It is the relationship between HR and the C-Suite or other departments?
Or are we just unable to measure the impact made?
Login or create an account to register for the live streaming of this webcast
