When Measuring Human Capital
Keep track of data. It is important to have the necessary data available. For example, it is impossible to calculate cost ratio and efficiency without first knowing your organization’s external and internal recruiting expenses.
Measure consistently. Be careful not to overdo it; calculating quality, time, satisfaction, RCR, and efficiency more than once a month can distort the results.
Monitor activity indicators weekly. Activity indicators, such as Acceptance-to-Start Ratio, should be monitored every week. The trends that these results yield, both positive and negative, should be examined closely.
Make adjustments. Be sure to correct the negative trends, while exploiting the positive ones.
Don’t be afraid to experiment, even if it may or does produce negative results. No performance curves go straight up; Look for mistakes. Things are never as bad, or good, as they seem.
The five main components of the blueprinting process include gathering information, analyzing information, validating the analyses, envisioning what can be, and creating an action plan to achieve the blueprinting goals.
Gather Information. The blueprinting process begins as information related to the three human capital dimensions is collected.
Analyze the Information. The collected data alone will provide helpful evaluative data for existing organizations. The lack of clear or correct mission and objectives, for example, is a common cause of poor performance. Startups can use the analyses ...
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