How Can You Align HR Metrics with Company Strategy?
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Metrics let people make decisions based on objective information rather than simply guessing or going by instinct. Metrics also let people know what is important to the organization, since a metric that is tracked will be analyzed. As such, HR professionals need to be keenly aware of the information they are providing to the C-suite. Is it information that is useful in strategic decision making? If not, how can that be changed?
How Can You Align HR Metrics with Company Strategy?
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