The Role of Human Resource Metrics in Human Resource Business Partnering

Description

DOI: https://doi.org/10.5281/zenodo.23472461

Neha Bibi Petersen, Boitumelo Makhubele, and Fumani Donald Mabasa (Department of Industrial Psychology and People Management, University of Johannesburg, Johannesburg, South Africa)

This study aimed to explore the perceptions of the usefulness of people-related metrics, commonly referred to as Human Resource (HR) metrics, in enhancing the effectiveness of Human Resource Business Partnering (HRBP) within organisations. Guided by an ontological position and an interpretivist epistemological perspective, the study adopted a qualitative research approach with an exploratory research design. Purposive and snowball sampling techniques were employed to select participants. Data were collected from 13 HR and people management professionals using semi-structured interviews and analysed using thematic analysis. The findings indicate that HR metrics are widely perceived as effective tools that provide valuable data-driven insights, support informed decision-making, and enhance the strategic alignment between HR and organisations. Participants further highlighted the role of HR metrics in measuring the effectiveness of the HR function, anticipating workforce trends, and guiding continuous improvement initiatives. However, several challenges were identified, including technological limitations, poor data quality, skills gaps, and limited leadership buy-in. The study also identified opportunities to enhance the utilisation of HR metrics, such as investing in integrated HR technologies, expanding stakeholder access to data, and strengthening analytical capabilities among HR professionals. This study contributes to the existing body of knowledge by offering empirical insights into perceptions of HR metrics within the HR Business partnering context. The study draws attention to the socio-technical factors influencing the successful adoption of and highlights the critical role of HR metrics in strengthening HR’s strategic partnership function and supporting effective workforce management and organisational performance.