ABSTRACT
In terms of measurement and monitoring we suggest organizations make a clear distinction between, on the one hand, people management and HR performance measures and, on the other, between those that relate to efficiency and those that relate to effectiveness. People management efficiency measures are clearly important, as they should relate to the efficiency of the organization itself. A number of the measures listed look at how well structures and processes are working. Human capital measurement and reporting has value in that it can provide HR with a number of opportunities. This chapter presents organizations that emphasize those elements of people management practice that link to human capital. Part of any HR monitoring looks at the validity of HR policies and procedures to see how they contribute to the development of people management. Audits may be undertaken as another form of evaluation, either forming part of a structured approach or being conducted in a more ad hoc manner.
