Organizational resources evaluation

Human resource evaluation  February 5, 2013 – 08:12 am
Dr. Sofia Hilentzaris, BA

Human resource evaluation

Human resource evaluation

Every day more organizations recognize that their people are a source of competitive advantage. As a result, HR departments are evolving from playing a merely administrative role to becoming “strategic partners” responsible for contributing to the achievement of business objectives. This evolution requires that new ways of defining and assessing HR success be developed. Traditional operational measures of internal efficiency are not sufficient. HR departments must now be able to demonstrate the value of their strategic contributions.

An organization needs constantly to take stock of its workforce and to assess its performance in existing jobs for three reasons:

To improve organizational performance via improving the performance of individual contributors (should be an automatic process in the case of good managers, but (about annually) two key questions should be posed:
what has been done to improve the performance of a person last year?
and what can be done to improve his or her performance in the year to come? ).

To identify potential, i.e. to recognize existing talent and to use that to fill vacancies higher in the organization or to transfer individuals into jobs where better use can be made of their abilities or developing skills.

Source: Contenido Abierto

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