(solved) HR Metrics - Assignment
Added on 2020-11-02
2 Pages510 Words40 Views
Metrics are not neutral. The choice of metrics conveys values, priorities and a strategic framework. Moreover, metrics generally reflect an implicit constituency for the strategy process. Thus, whether intentional or unintentional, the choice of HR metrics sends signalsthat will affect the decisionsof these constituents.Now here we have chosen three common metrics that will add value to all these 3 organisations. These metrics are –DiversityEngagementWorkers’ compensation incident rateNow, further I will explain how these metrics adds valve to PEPSICO.(a)DIVERSITYUnderstanding how to meet the needs of such a diverse cross section of global consumers requires a diverse and talented workforce.Diversity is multi-dimensional, crossing age, ethnicity, faith, sexual orientation and thought. As such, we strive to create a workplace in which associates can “bring their whole selves to work” and learn and grow from a mix of abilities and perspectives. This inclusive workplace culture encourages individuals to express their ideas, which,in turn, fosters creativity and fuels innovation.This metrics has helped the organisation to attract potential candidates, drive innovation, strengthen our reputation and encourage engagement with our internal andexternal communities worldwide. Also it has helped to engage on topics such as empowering and advancing women, people of colour, people with different abilities and youth around the world.(b)ENGAGEMENTAn engaged workforce is a productive workforce. Engagement might be the most important ‘soft’ HR outcome. People who like their job and who are proud of their company are generally more engaged, even if the work environment is stressful and pressure is high. Engaged employees perform better and are more likely to perceive stress as an exciting challenge, not as a burden. Additionally, team engagement is an important metric for a team manager’s success.PepsiCo’s Employee Resource Groups (ERGs) provide opportunities for connection and support for associates while serving as an important resource for the company. ERGs are strategic business partners committed to driving an engaged culture, while also fostering innovation and growth. Our active ERGs play an important role in driving employee engagement opportunities.(c)WORKERS’ COMPENSATION INCIDENT RATEIt is defined as the number of work related injuries per 100 full time workers during a one year period.
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