What are human capital metrics?

human capital metrics represent activities that the company engages in to assess the value of employees. All companies have employees, from owners to administrators; Knowing how well each of them does their job, it is necessary to stay competitive. One particular tool for measuring human capital metrics is Scorecard, which measures financial, customers, workforce and business tasks completed by employees. These individual metrics allow companies to assemble aggregated information about each employee. Other measurements may also exist outside the Scorecard method. The financial perspective often uses human capital metrics that define how well each employee works with the funds. This perspective includes work inside budgets, reduction of costs and increases in income. Individual tools used to measure success can be different. In some cases, employees may not have metrics based on financial aspects. Metrics here can be wideOké, from general feedback from customers to serious accusation of the customer or complaint. Immediate supervisor often completes this review. Independent customer comments on the performance of the employee can also play a role. All the data that has been completed together is completing this aspect of the customer's perspective.

The success of the workforce in human capital metrics defines how well the employee performs his tasks and activities. There may be two general focus on the efficiency and efficiency of employees. Employee and education skills are quite common. How well the employee communicates and works with the father is also important. These metrics can create trends that show or lack the growth of employees.

The business process or completed tasks are usually the final perspective of the scorecard of human capital metrics. Reviewers can look at afterSet of completed tasks and how the employee manages more tasks. In some cases, this perspective may not be very important because immediate supervisors control everyday actions of employees. However, extremely harmful steps or lack of responsibility can place higher importance on employees' events. Upper management can review the Scorecard metric for these problems.

There may be other types of metrics of human capital in society. Rather than using Scorecard, the company can simply separate each of these inspection items. Categories may include leadership, employee involvement, workforce optimization and educational capacity, among other things.