Human Resources Metrics: Can Measures Be Strategic?

J.W. Boudreau and P.M. Ramstad

Working Papers from Cornell - Center for Advanced Human Resource Studies

Abstract: For SHRM to advance, it must eventually be based on a theory that specifies not only concepts and relationships, but appropriate and high-quality measures to express and test them. For metrics to advance beyond simply a large inventory of potentially-useful indices with no integrating logic or theory, they must be driven by a strategic perspective that can identify key measures, their necessary characteristics, and the linkages necessary to test and enhance their quality. To date, metrics theory and SHRM theory have not connected, to the detriment of both. This chapter suggests a general framework for strategic HR metrics, as a starting point for integrating SHRM and measurement research, demonstrating the key role that the metrics issue plays in fundamental SHRM theoretical dilemmas, and showing how principles and evidence from measurement theory (e.g., linkages, constraints and constituent responses) may inform the theoretical and operational issues facing future SHRM research.

Keywords: HUMAN RESOURCES; MANAGEMENT (search for similar items in EconPapers)
JEL-codes: J24 M12 (search for similar items in EconPapers)
Pages: 37 pages
Date: 1998
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:fth:corirl:98-10

Access Statistics for this paper

More papers in Working Papers from Cornell - Center for Advanced Human Resource Studies U.S.A.; Cornell University. Center for Advanced Human Resource Studies, IRL School. Ithaca, NY 14653-3901.
Bibliographic data for series maintained by Thomas Krichel ().