Purpose

To understand human resource (HR) practices outcomes on HR decision making, strategic human resource management (HRM) and organizational performance by exploring the HR data quality along with descriptive and predictive financial and non-financial metrics.

Design/methodology/approach

This work utilizes the grounded theory method. After the literature was reviewed, 113 HR managers of multinational and national companies in India were interviewed with a semi-structured questionnaire. The collected interview data was analyzed with NVivo 8.0 software.

Findings

It is interesting to uncover the descriptive and predictive non-financial and financial metrics of HR practices and their influence on organizational performance. It was found that HR data quality moderates the relationship between the HR practices outcome and HR metrics. This study found that HR metrics help in HR decision-making for strategic HRM and subsequently affect organizational performance.

Originality/value

This study has uniquely provided the descriptive and predictive non-financial and financial metrics of HR practices and their impact on HR decision making, strategic HRM and organizational performance. This study highlights the importance of data quality. This research offers insights to the HR managers, HR analysts, chief HR officers and HR practitioners to achieve organizational performance considering the various metrics of HRM. It provides key insights to the top management to understand the HR metrics' effect on strategic HRM and organizational performance.

中文翻译：

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衡量什么是重要的：HRM 路径对组织绩效的描述性和预测性指标

目的

通过探索人力资源数据质量以及描述性和预测性财务和非财务指标，了解人力资源 (HR) 实践在人力资源决策、战略人力资源管理 (HRM) 和组织绩效方面的成果。

设计/方法/方法

本工作采用扎根理论方法。文献回顾后，对 113 名印度跨国公司和国家公司的人力资源经理进行了半结构化问卷调查。使用 NVivo 8.0 软件对收集到的访谈数据进行分析。

发现

揭示人力资源实践的描述性和预测性非财务和财务指标及其对组织绩效的影响是很有趣的。发现人力资源数据质量调节人力资源实践结果和人力资源指标之间的关系。本研究发现，人力资源指标有助于战略性人力资源管理的人力资源决策，进而影响组织绩效。

原创性/价值

本研究独特地提供了人力资源实践的描述性和预测性非财务和财务指标及其对人力资源决策、战略人力资源管理和组织绩效的影响。这项研究强调了数据质量的重要性。这项研究为人力资源经理、人力资源分析师、首席人力资源官和人力资源从业者提供了洞察力，以在考虑人力资源管理的各种指标的情况下实现组织绩效。它为高层管理人员提供了关键见解，以了解 HR 指标对战略 HRM 和组织绩效的影响。