Besides an HRM audit, describe another way to measure HRM effectiveness. Make sure to include the measurement approach, the costs and benefits of that approach, and what determines a successful program.
Drucker (2008) alluding to HR management said that "If you can't measure it, you can't manage it". This is a reminder that there must be a system and metric of measuring HRM effectiveness.
Another way of measuring HR effectiveness is the use of "revenues per full time employee to assess worker productivity" (Rao, 2009).
Many companies measure HR effectiveness in a variety of ways. "AT & T, Sears, and Eastman Kodak have begun to build their HR measures based on the balanced scorecard principle" (Yeung, n.d.).
It can be noted that "the balanced scorecard transforms an organization's strategic plan from an attractive but passive document into the 'marching orders' for the organization on a daily basis. It provides a ...