Political Science 790A
"HR Metrics Readings"
May/June 2011

Meetings:  as scheduled
May 16 -- early July

Instructor:   Mark E. Tompkins Office:    328 Gambrell Hall, USC -- Columbia

E-mail:    tompkins.mark@sc.edu

 Office Hours: 
Mondays and Wednesdays (2:30 - 4:30)
Also available other times by appointment.
Course Objectives:
  • Understand the arguments for the use of metrics in the administration of human relations.
  • Survey common strategies and applications for the use of metrics in HR. 
  • Undertake a case study of the application of human relations metrics in a novel setting -- critically evaluate the applicability of these tools, and investigate the feasibility of employing them effectively.

of Student Performance
  • Each participant will prepare a white paper, summarizing the "state of the art" in this field and offering their recommendations for best practices.
Course Resources: Link to SC OHR:  http://www.ohr.sc.gov/OHR/statistics/HRMeasures.pdf

Steven W. Hays and Robert Lavigna, "Human Resource Metrics in Government:  Measuring the Impacts of HRM," in Public Human Resource Management, Problems and Prospects, Fifth Edition, Steven W. Hays, Richard C. Kearney, and Jerrell D. Coggburn, eds., (Longman, 2009), ch. 11.

Dave Ulrich, Mark A. Huselid, and Brian E. Becker, The HR Scorecard: Linking People, Strategy, and Performance (Harvard Business Press, 2001).

Jac Fitz-enz, How to Measure Human Resource Management (3rd Edition), (McGraw-Hill, 2001).

Jac Fitz-enz, The ROI of Human Capital: Measuring the Economic Value of Employee Performance, Second Edition, (AMACOM, 2000).

John Sullivan, HR Metrics The World Class Way, (Kennedy Information, 2003).

John Sullivan, Rethinking Strategic HR (CCH, 2005).

Jack J. Phillips and Patricia Pulliam Phillips, Proving the Value of HR: How and Why to Measure ROI (Society for Human Resource Management, 2005).

The Pew Center on the States:   "Human Capital Trends".  Link to Report.

U.S. Office of Personnel Management, Human Capital Assessment and Accountability Framework (HCAAF) Resource Center.   
Link to Center Resources.


Macpherson, M. (2001). "Performance Measurement in not-for-profit and public-sector organizations." Measuring Business Excellence 5(2): 13-17.

Walker, G. and J. R. MacDonald (2001). "Designing and Implementing an HR Scorecard." Human Resource Management 40(4): 365-377.

Wright, P. M., G. C. McMahan, et al. (2001). "Comparing Line and HR Executives' Perceptions of HR Effectiveness: Services, Roles, and Contributions." Human Resource Management 40(2): 111-123.

Beatty, Richard W.,  Mark A. Huselid, and Craig Eric Schneier, New HR Metrics, Scoring on the Business Scorecard, Organizational Dynamics, 32(2), 2003:   107-121.

Lawler, Edward E. III, Alec Levenson, John W. Boudreau, HR Metrics and Analytics – Uses and Impacts, (Center for Effective Organizations, May 2004).   Link to document.

Rmalall, S. J. (2006). "Identifying and Understanding HR Competencies and their Relationship to Organizational Practices." Applied H.R.M. Research 11(1): 27-38.

Additional Citations from Robert Lavigna:

The International Public Management Association for Human Resources, Benchmarking Committee Report on HR Metrics (2010).    Link to Report.

College and University Professional Association for Human Resources, HR Benchmarking & Workforce Planning Survey (2009),  Link to Reporting page.

Harter, J. K., F. L. Schmidt, et al. (2002). "Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis." Journal of Applied Psychology 87(2): 268-279.

U.S. Merit Systems Protection Board, The Power of Federal Employee Engagement (Sept. 2008).

United Kingdom, Civil Service, Civil Service People Survey 2010.   Link to Initial Findings.

Partnership for Public Service, The Best Places to Work
in the Federal Government.   

You are expected monitor o the e-mail account that you provide to me and the class schedule,
       which will be maintained on this public web site.
       You are responsible for anything posted once it has been available for five days. 
Assignments are due at the date and time noted.
      Electronic submissions of work are not completed until you have received a confirmation.

      The only exceptions to due dates involve a prior, explicit agreement made with me. 
       If emergencies arise, they should be brought to my attention as soon as possible. 
       I reserve the right to penalize late material as I find appropriate.  
Students are expected to do their own work;  
       Plagiarism and/or failing to credit the work of others appropriately is unacceptable
and will be penalized as I find appropriate.
Your conduct should be governed by the University's Honor Code (available here); 
       if it is not, I reserve the right to apply appropriate sanctions.

Document URL:  http://people.cas.sc.edu/tompkins/Summer2011/PS790A.HR.Readings

  Published on June 19, 2011.
  Maintained by Professor Tompkins;     Contact Professor Tompkins by e-mail at: tompkins.mark@sc.edu.
  © Copyright 2011. All Rights Reserved.