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The human resource professional continues to change from a transactional role, where compliance and administrative functions are the primary function, to providing more strategic responsibilities to achieve organizational goals. To make strategic choices it is important to have relevant facts about various aspects of the organization. This is where the effective use of metrics and dashboards come in. Metrics are a form of measuring specific aspects of the HR function, recruiting for example. Dashboards are a summary of various metrics that can inform management on the status of various measures. Other reporting methods include scorecards, HR reports, and strategy maps. While these metrics and dashboards are generally used internally, some organizations will share the information with other stakeholders internal or external to the organizations as well.
Imagine you are a member of a large HR department. The department director has requested that you assist with research on the best possible metrics to be used on an HR dashboard meant to assist senior management in their strategic planning efforts. You are not required to create a dashboard or other reporting method. You are, however, being tasked by the director to research various metrics and propose three (3) that you feel will provide the information the organization needs for best planning.
First, assess the various types of HR metrics, such as Organizational Data, Employment Data, or Compensation Data (see Figure 3.9, page 81 of Human Resource Management, Dessler, 2020). These are just some examples, but you should research others. Then select three (3) metrics to recommend to the management team and write a 1,500-2,000-word proposal that includes the following:
Support your proposal with course materials and at least five (5) additional sources. Use correct APA format throughout (an abstract is not required).
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