The management and development of talent can be rife with subjectivity. How can employee comparisons logically and accurately happen when they are conducted by managers who may not be completely impartial and possess limited tools and experience? These issues get more complex when attempting to compare the relative value, effectiveness and potential of employees that don’t share a common manager, tasks or even location across the globe.
The question is, how can organizations remain objective and quantify HR measurements and practices? Start with:
Define reasonable and consistent measures and scales for HR processes
Use groups to add objectivity to subjective measures and opinions
Ask the right strategic questions to expose HR effectiveness levels
