Unit 5.1 - Approaches to evaluation

Unit 5.1 Approaches to evaluation

There are two main approaches to the evaluation process: strategic and operational.

Strategic evaluation is concerned both with the strategic fit of HRM and the extent to which generic good HR practice supports the organisation’s strategic capabilities. ‘Fit’ here has two senses.

The first sense concerns the fit between HR policies, practices and capabilities, and the organisation’s strategy and environment (external fit).

The second is the fit between the different policies, practices and capabilities themselves: how the different aspects of HRM work synergistically to support strategic goals (internal fit).

Strategic evaluation may also concern the extent to which HR policy is accorded strategic importance and the extent to which ‘good practice’ approaches are used to support the development of strategic capability.

 

Operational evaluation concerns how well HR practices are designed and delivered, and it may focus on outcomes or processes. Outcome evaluation is concerned with the effectiveness of HR practice; that is, the extent to which the goals of those practices are achieved. Process evaluation looks at the way in which existing HR practices are carried out. How do the processes work? How do HR practices contribute towards HR goals? Are processes cost efficient?