Metrics That Make Sense For Your Organization

This is an impossible question for me to answer for you. Each organization is at a different point in its life cycle. For example, a new organization might focus on recruitment and training so that it can get up to speed quickly. Metrics for that organization would focus on talent acquisition, e.g., number of candidates considered per hire, time from identification to the first date of employment, etc. A more mature organization might choose to focus on age of its workforce, retirement costs, turnover rates, etc.

The most important thing to remember is that your choice of metrics is extremely important. What you choose to use is exactly what the organization will deliver. They will understand how important it is to achieve the company's metrics and they will work together to succeed. Trust me, it will happen. Be careful what you choose because you will get it.

It is also important to review your metrics periodically to make sure that they are still appropriate for your current place in the organization's life cycle. What was required yesterday may not be appropriate for today's constantly changing environment.

Use metrics sparingly but use them.

What It Takes To Be A Top Human Resources Executive

The skills needed for being a top Human Resources executive are not vastly different from those required of any senior executive. One exception. It is necessary to have expertise in core HR functional skills especially compensation for those never ending discussions with the Board Of Directors on executive pay. Other functional skills are important as well however they vary depending upon the nature of the organization. For example, in a strong union environment, labor relations expertise is vital. In an organization that is quickly expanding internationally, global experience can be a huge asset.

Human Resources executives must be excellent communicators and particularly good at listening. Other traits include being hard workers and not being concerned about frequent long hours and trips away from home. They must be analytical with problem solving, non-biased in their judgments, able to invite and evaluate input from all parts of the organization, quick to act, able to partner with other functional areas for the good of the organization, respected by the Chairman and other senior executives as an equal business partner, able to place their own initiatives in the proper business perspective, and able to lead large groups of people that are sometimes in remote parts of the company.

The senior HR position is one of the most demanding and respected positions in the organization and must be filled by talented individuals with experience and personal characteristics that are exemplary.