Hr Metrics Quotes

We believe that an emerging metric for HR will be ROI (meaning return on intangibles) because HR professionals position their organization with their investors.

Keep metrics simple and actionable.

HR Metrics are the smartest way to make your HR practices effective and efficient.

All metrics are not for everyone.

Even more controversial was Google’s insistence on relying on academic metrics for mature adults whose work experience would seem to make college admission test scores and GPAs moot. In her interview for Google’s top HR job, Stacy Sullivan, then age thirty-five, was shocked when Brin and Page asked for her SAT scores. At first she challenged the practice. “I don’t think you should ask something from when people were sixteen or seventeen years old,” she told them. But Page and Brin seemed to believe that Google needed those … data. They believed that SAT scores showed how smart you were. GPAs showed how hard you worked. The numbers told the story. It never failed to astound midcareer people when Google asked to exhume those old records. “You’ve got to be kidding,” said R. J. Pittman, thirty-nine years old at the time, to the recruiter who asked him to produce his SAT scores and GPA. He was a Silicon Valley veteran, and Google had been wooing him. “I was pretty certain I didn’t have a copy of my SATs, and you can’t get them after five years or something,” he says. “And they’re, ‘Well, can you try to remember, make a close guess?’ I’m like, ‘Are you really serious?’ And they were serious. They will ask you questions about a grade that you got in a particular computer science class in college: Was there any reason why that wasn’t an A? And you think, ‘What was I doing way back then?

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