Strategic Human Resource Management

Section Six

quantitative and qualitative measures, outcome and process
criteria, benchmarking, and industry considerations. In spite of
the logical appeal of evaluation, human resource evaluation has
not been a widespread practice. Nonetheless, the cost and
competitive pressures of today’s global economy and the focus
on quality will probably serve as a stimulus for more evaluation
in the future.

Greater attention was devoted to the evaluation of
strategic human resource management contributions in the
traditional areas. Specific approaches were described for
evaluating human resource planning, which is likely to take on
greater importance with growing human resource strategic con-
tributions. Measures for assessing the effectiveness of staffing
were discussed, along with an example of utility analysis
applied to staffing issues. Effectiveness measures and research
designs were also presented for evaluating the effectiveness of
training. Although training has not received the evaluation
attention warranted, the financial resources that will be
required for training in the future also will serve as a strong
incentive for more evaluation. Evaluation needs and approaches
for assessment of performance measurement systems and
compensation systems also were discussed, along with
evaluation of labor and employee relations.