- HR consultants will say — you are doing a good job in HR if your company is profitable, your revenues are growing and your human capital costs are contained.
- Traditional HR folks will say — you know you’re doing your job in HR if employee engagement is strong and people feel valued and respected. Turnover is low.
- Employment lawyers will say — risk is contained and everyone is in compliance.
What’s the measure of success for HR? Is there a standard? Does it differ from organization to organization?
More importantly, how do you define excellence? And how do you get your constituencies (clients, executives, employees, etc.) to want more?