10 Steps to Better Human Capital Investments

10 Steps to better Human Capital Investments

Jane MassyCEO, abdi ltd

http://www.abdi.eu.com/



If you don’t measure Human Capital outcomes…

• You have no means of showing the ‘impact’ that comes from people investments – such as service improvement, education and training, change and reform initiatives

• You are unable to demonstrate the role people have played in achieving key organisational targets and priorities

Get in touch with me


Step 1: Establish a link between Evaluation & Good Planning

Outcomes need to be planned before any final decisions are made about the scope and content of projects, programmes and activities. This will ensure that you will not only have identified clear Impact Outcomes (highest level outcomes that organisations use to measure operational, financial or strategic performance), but you will also have set objectives for the steps that lead to them



Step 2: Ask ‘Why’ – Draft Impact needs

• Before proposing a solution, we must fully understand the problem or opportunity at hand

• Only then can we get our heads around the specific Impact Outcomes for which we need to plan



Step 3: Robust Outcome Data

• Ensure that data to be collected is robust and you understand what it is supposed to represent. This is also the only way of understand if it’s actually doing that.

• Unless this is followed, your decision to evaluate the results (Step 1) at the end of the project/programme will be a waste of time



Step 4: Understand the KPIs of your organisation

Anyone in a management role who is not familiar with the organisation’s KPI’s (Key Performance Indicator) will indeed have difficulties aligning his work with that of others and the organisation’s most important goals



Step 5: Think demand-sided

• Know your organisation and its KPIs• Use business tools like Theory of Change, Root

Cause Analysis, Stakeholder analysis, Porter’s Five Forces, SWOT analysis, etc to really understand the Demand for the initiative

• Supply-side thinking (Eg. Need to spend unspent budgets) is often at its most dangerous in large organisations



Step 6: Clarify organisational Needs

• In order to draft robust, measurable objectives, the needs need to be well-defined

• Clear needs always drive strong Impact Objectives



Step 7: Collect Baseline Data• You will never know how far you travelled when

you arrived at your destination unless you know where you started from

• Baseline data should tell us clearly the status of the key metrics before the project or intervention started



Step 8: Stakeholder Analysis

• Unless all stakeholders are identified correctly at the start of the project, objectives can’t be set for them

• It’s not sufficient to identify stakeholders. Their roles, functions and influence will also need to be understood. Then there needs to be clear indication of the nature of their contribution



Step 9: Draft SMART Objectives

• Robust objectives will need to be Specific, Measurable, Attainable, Relevant and Timely



Step 10: Organise objectives into Logic Models• Once priorities have been established, validated

and strengthened by reference to relevant baselines, they will provide the basis for the creation of robust impact objectives which can be organised into logic models

• Strong logic models are non-linear and involve the active use of data collected at each stage to drive any necessary corrections or changes that might result in a better final result



Consult the experts in Planning, Measurement and Reporting

Jane Massy and Jeremy Harrison are the UK’s leading experts in Impact and Performance Measurement, having embedded superior

Planning, Measurement and Reporting competencies into organisations the world over

www.abdi.eu.com

abdiltd1Connect with Jane

Connect with Jeremy

Email us


https://twitter.com/abdiLtd1

mailto:[email protected]

Recruiting & HR

10 Steps to Better Human Capital Investments