8 HR Metrics for Organizational Development
Does your organization have what it takes to thrive in today's dynamic and unpredictable marketplace?
In this guide we’ve listed 8 strategic Organizational Development HR metrics that help you manage your organization’s ability to change.
Fill out the form and find out more about:
- Why Organizational Development metrics matter
- HR metrics designed specifically to monitor Organizational Development
- An explanation and a practical example for each metric
Organizational Development is a must in today’s business environment
In today’s volatile, uncertain, complex and ambiguous (VUCA) world where disruption is a constant threat, the ability to change is crucial to survival.
This is why Organizational Development – a powerful process that can help your organization thrive in the future of work – is becoming a top priority.
Manage your organization’s ability to change
In this guide we have listed 8 strategic HR metrics designed for Organizational Development, to help you manage your organization’s effectiveness and ability to change.
Each metric includes a clear explanation, and a practical example of how to calculate it, so that you can easily use these HR metrics in your own organization.
Related (free) resource ahead! Continue reading below ↓
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5 Areas to Monitor with HR Metrics:
- EMPLOYEE CHARACTERISTICS
How many of your employees are ready to drive innovation and change?
Are key managers able to effect change?
- HR PROCESSES
Are your critical HR processes designed to enhance employee effectiveness?
- INNOVATION CULTURE
Does your workforce adopt and further innovation?
- WELLNESS AT WORK
Do your employees feel empowered and supported by organizational processes?
Download your Strategic HR Metrics for Organizational Design cheat sheet and find out how to monitor the success of your OD initiatives.
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