Unit 5.5 Evaluation criteria

5.5 Evaluation criteria

If you are to judge the effectiveness of an HR programme, you need to be clear about the standards against which you judge success. You need to ask: ‘How well are we doing in relation to key criteria?’

If a company introduces a new talent management programme and wishes to judge its effectiveness, what criteria might it use?

At the strategic level it will be concerned with the following:

1.         The importance accorded to the role of the talent management process. For example, in developing and placing the right people in business critical roles.

2.         The fit between the goals of the programme and the wider business strategy (strategic integration). For example, the organisation may consider how well the criteria used in identifying and developing talent support its key drivers of success or reinforce messages about strategic goals. To give another example, if a key strategic goal concerns the development of effective joint venture partnerships, is the talent management process delivering and retaining people with the right skills, such as collaborative cross-boundary working?

3.         The fit between the programme and good practice principles. For example, how well does the programme help the organisation to build and retain human capital?

4.         The fit between the programme and other management systems and practices (internal integration). For example, does the talent management process work effectively with the reward and performance management processes?