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By
Barry L. Brown, SPHR, CCP
The Challenge
Most HR professionals work hard to make a contribution to the business. They look back at the end of the week (or month or quarter or year) and have a hard time remembering what they spent so many hours working on. Worse, when they do recall what they worked on or accomplished, they have a hard time putting a value on that effort or result.
This can become a serious issue when budgets are tight, communications are not always clear, and there is pressure to cut staff.
Keeping Track
One of the easiest things you can do to help relieve some of the pressure is to keep track of what you’re doing. It doesn’t make any difference what part of HR takes most of your time or needs most of your attention … it can be measured and reported.
If you’re recruiting, how many more applicants did you process with the same amount of staff? How many more interviews took place? How many more employment verifications were done? Did it take you less time to fill the job than last year? Did it cost less to fill the job than last year? Are your customers happier with your communications and your service? What was the cost-per-hire this year compared with last?
If you’re handling benefits, how many more benefits questions did you answer than last year? What was the cost of benefits per employee compared with last year? (OK, bad question. How does your benefit package compare with others in your industry?) How much did you save based on the new benefit plan design you recommended?
If you’re in compensation or payroll, how accurate has your processing been? How many checks had to be corrected? What percentage of errors did you have compared with last year? How many jobs were evaluated? How quickly did you respond to questions from your customers
(employees)?
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