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Strategic human resource metrics: a perspective of the general systems theory

机译：战略性人力资源指标：通用系统理论的视角

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Measurement and quantification of strategic human resource outcomes in relation to key performance criteria is essential to develop value-adding metrics. Objectives This paper posits (using a general systems lens) that strategic human resource metrics should interpret the relationship between attitudinal human resource outcomes and performance criteria such as profitability, quality or customer service. Approach Using the general systems model as underpinning theory, the study assesses the variation in response to a Likert type questionnaire with twenty-four (24) items measuring the major attitudinal dispositions of HRM outcomes (employee commitment, satisfaction, engagement and embeddedness). Results A chi square test (chi-square test statistic = 54.898, p=0.173) showed that variation in responses to the attitudinal statements occurred due to chance. This was interpreted to mean that attitudinal human resource outcomes influence performance as a unit of system components. The neutral response was found to be associated with the ‘reject’ response than the ‘acceptance’ response. Value The study offers suggestion on the determination of strategic HR metrics and recommends the use of systems theory in HRM related studies. Implications This study provides another dimension to human resource metrics by arguing that strategic human resource metrics should measure the relationship between attitudinal human resource outcomes and performance using a systems perspective.
机译：与关键绩效标准相关的战略人力资源成果的度量和量化对于制定增值指标至关重要。目标本文提出（使用通用系统的视角）战略性人力资源指标应解释态度性人力资源成果与绩效标准（例如盈利能力，质量或客户服务）之间的关系。方法采用通用系统模型作为基础理论，本研究评估了李克特型问卷的变化，该问卷包含二十四（24）个项目，用于测量人力资源管理成果的主要态度配置（员工的承诺，满意度，敬业度和嵌入性）。结果卡方检验（卡方检验统计量= 54.898，p = 0.173）显示，由于偶然性，对态度陈述的反应发生了变化。这被解释为意味着态度上的人力资源成果会影响作为系统组成部分的绩效。发现中立响应与“拒绝”响应比“接受”响应相关。价值该研究为战略人力资源指标的确定提供了建议，并建议在人力资源管理相关研究中使用系统理论。启示本研究为人力资源指标提供了另一个维度，认为战略人力资源指标应使用系统角度来衡量态度性人力资源成果与绩效之间的关系。

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