In this video, explore the use of both quantitative and qualitative data to measure HR's effectiveness and the use of those metrics to inform business decisions.
- Everything we know about human behavior…comes from data gathered from surveys,…interviews, observations,…human resource information systems, or HRIS,…and enterprise information systems.…The critical evaluation competency…is one of three competencies…that make up the business cluster of the SHRM-CP,…which represents 18 1/2% of the questions on the test.…The critical evaluation competency refers…to the skills necessary to gather data, measure,…assess objectively, and make recommendations.…
There are many different sources of data,…so when gathering data,…HR pros should consider the reliability of the source.…For example, is this a news article…from a satirical website,…or are the statistics from a government site,…like the U.S. Department of Labor?…You should also consider whether the data…comes from a source that may be biased,…or if it's relevant to the problem you're trying to solve.…Data may be quantitative or qualitative.…
Some qualitative sources of data are interviews,…focus groups, surveys or questionnaires,…
Disclaimer: This course is not produced nor endorsed by SHRM®.
- SHRM BoCK® behavioral competencies
- HR's role in promoting company values as an ethical agent
- HR's role in building and maintaining strategic relationships
- HR's role in crafting meaningful communication
- Having a diverse and inclusive workplace within a global context
- Using both quantitative and qualitative data to measure HR's effectiveness
- SHRM BoCK® HR knowledge domains and how they are measured