HR metrics do not express the impact of HR activities in money and goals.
HR do not calculate any financial costs associated with not handling problems of managing people in the company and significant costs reductions.
HR do not calculate any risks.
HR often do not measure even the most common business indicator - return on investment.
3. Mistakes related to decision-making and action
HR metrics do not lead to any action.
HR metrics are not designed for decision-making.
HR indicators do not answer the question "why", which makes it difficult for subsequent actions.
HR do not provide metrics in real time.
HR metrics are not directly available to line managers.
HR metrics are not involved in standard business reporting.
HR metrics do not provide any external metrics.
HR metrics do not allow comparison with other indicators.
HR do not measure decision-making in time.
HR do not provide just-in-time warnings that an action is required in connection with certain serious problems.
4. Mistakes related to choosing metrics
HR do not provide algorithms for more accurate calculations of HR activities.
HR provides too many metrics.
HR provides tactical, not strategic metrics.
HR select metrics in isolation not involnig the end users - managers.
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Article source ERE.net - Recruiting Intelligence. Recruiting Community.