The making of an expert (cover article)

摘要: Though most traditional HR performance metrics don't predict organizational performance, alternatives simply have not existed--until now. During the past ten years, researchers Laurie Bassi and Daniel McMurrer worked to develop a system that allows executives assess human capital management (HCM) use those both guide organizations' investments in people. The new framework is based on core set of HCM drivers fall into five major categories: leadership practices, employee engagement, knowledge accessibility, workforce optimization, learning capacity. By employing rigorously designed surveys score company range practices across categories, it's possible benchmark capabilities, identify strengths weaknesses, link improvements or back-sliding specific with shortcomings performance. process requires determining "maturity" for each practice, scale 1 (low) 5 (high). Over time, evolving maturity scores from multiple can reveal progress help decide where focus improvement efforts will direct impact authors draw their work American Standard, South Carolina's Beaufort County School District, bevy financial firms show how improving led increased sales, safety, academic test scores, stock returns. urge departments move beyond usual begin using measurement tools gauge well people are managed developed throughout organization. In this role, according authors, take strategic responsibility ensure superior becomes central organization's culture.