#NZLEAD RECAP: Democratising Learning

Perry Tims Bio

Was this week’s #nzlead an example of Democratised Learning?

I enjoyed being an active part of #nzlead this week.  The conversation seemed to flow and it got some people chipping in.  However the BIG question is did the Pom take-over of #nzlead work out?  I think so however I’ll begin with a little personal reflection. Continue reading



How do you measure the effectiveness of HR initiatives? Do you use engagement scores, business productivity, quality, or cost? How do you link these to the HR initiatives you are putting in place?

There are two schools of thought I’ve been playing around with for measuring ROI for HR. The first one is Kirkpatrick’s/Phillip’s evaluation measures. Which is a model for evaluating learning but could just as easily (IMO) be applied to HR initiatives.

Kirkpatrick model

The second is a model developed for the HRINZ research forum last year which examines leading and lagging indicators of performance and how it is affected by worker abilty (A), opportunity (O), and motivation (M) to perform.

(c) Sterling & Boxall 2012

(c) Sterling & Boxall 2012

Traditionally, HR has not been that great at proving value-add to the business. But it is not enough anymore to coast along doing HR stuff without proving the strategic value. I think the two models I have presented here can be merged together somehow to provide a model for measuring the ROI for HR initiatives . What do you think?

The questions for this week are:

Q1) How do you measure the ROI for your HR initiatives?

Q2) What works really well and what doesn’t?

Q3) How do you think ROI helps or hinders the HR profession?

Q4) What is the future of ROI for HR initiatives? What should we be doing? Why?