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Human Resource Management can be very efficient and effective. Its efficiency and effectiveness can be evaluated in reference to the following 4C’;

  • commitment,
  • congruency,
  • competency and
  • cost effectiveness.

The 4C’s of Evaluation of Human Resource Function

Commitment

This is the first C in the evaluation of Human Resource Function. Commitment means testing the employee’s personal motivation and loyalty to the organization. If the employee works hard enough for the good of the company and his main aim is for the company to gain competitive advantage over its rivals then he is very committed to the company thus the human resource department is very effective.

Competency

 Competency is the second C in the evaluation of Human Resource Function in an organization. In this area one tests the employee’s skills and abilities to perform his tasks well. Hiring and maintaining employees with very good skills proves that the human resource docket in that company is very efficient.

Congruency

This is the third C in the evaluation of Human Resource Function. Congruency focuses on management and employees. It seeks to test and prove that the management and employees share the same vision of the organization goals and work together to attain them.

Cost Effectiveness

The last C in the evaluation of Human Resource Function is cost effectiveness. It is concerned with operational efficiency. The Human Resource Function in the organization should be used to the best advantage.

Techniques of Evaluation of Human Resource Function

There are four ways to evaluate if the Human Resource Function in an organization is effective after implementing it

  • Achievement of Specified Goals
  • Service Overall Evaluation (SLA
  • Subjective Overall Evaluation
  • Bench Marking

Achievement of Specified Goals

This is one way of evaluating Human Resource Function. In this case one measures the achievement against agreed objectives.

Service Overall Evaluation (SLA)

This is an agreement between the provider of services and the customers.

Subjective Overall Evaluation

This is another method of evaluation of Human Resource Function. One measures the satisfaction index where concerns on whether an employee is happy and satisfied working in the organization and the Human Resource policies and practices as they affect them.

Bench Marking

In this evaluation of Human Resource Function one compares data from a competing firm and the data in your organization. This provides information on where to improve in the business strategies.

Conclusion on Evaluation of Human Resource Function

As seen above one can successfully evaluate to find out if the Human Resource Function of an organization. Competency, congruency, commitment and cost effectiveness are the four C’s one needs to implement.

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