HRM metrics and measurements can be powerful in showing areas where healthcare organizations can improve and better meet the needs of the organization, employees, and patients or customers. HRM metrics can also help provide meaningful data to help make better decisions and changes.
How should an HR department of a healthcare organization measure its effectiveness? For example, if job satisfaction has improved among nursing staff, how would you isolate the effect of HRM policies or programs from the effect of other organizational and external factors?
Which of the commonly used HRM metrics would you, as an HR manager of a healthcare organization, use? Why? Use an organization as an example and briefly describe it.
How should HRM metrics be used to measure the success of the HR department’s goals related to improving the performance indicators of the entire organization?