HCM – performance measurement of management practices

HCM – performance measurement of management practices. Arcus has industry leading expertise in this area. Our unique combination of experienced researchers and Change Management consultants with deep HR experience enables us to deliver unsurpassed value in HCM.


Below are some examples of performance measurement of management practices for Councils that can have a substantial impact. Providing a dashboard for better, more insightful decisions can help. We believe that the key drivers of performance measurement of management practices could include:


Development opportunities: Some of the opportunities for change include bridging the gap in lack of access to learning opportunities as it can adversely affect careers of Gen X and Gen Y workers. Lack of access to developmental opportunities can have a negative impact on growth opportunities. Supervisory roles are critical because they can determine learning needs and can provide on-the-job coaching or an opportunity to develop and apply their skills.


Relationships: A feeling of being empowered is critical for Gen X and Gen Y workers’ development. They need to have a say in decisions and actions at work. Majority of Gen X and Gen Y workers rarely or only sometimes receive encouragement to be innovative and undertake new initiatives. Supervisors tend not to discuss with the employee the results he or she is expected to achieve. Work units need to take time periodically to review how they conduct their business.


Priorities: Gen X and Gen Y workers can show a strong belief that their work suffers as a result of changing priorities, a lack of organizational stability, too many approval stages, unreasonable deadlines and inadequate resources.  The diverse views on fairness in the workplace – on how the organization treats employees can have an impact on ethical dilemmas or conflicts between values in the workplace.


Policies: Policies can have a substantial impact on performance. Key indicators can potentially include policies to provide guidance and consistency in the appointments process, ensure services that translate into expertise and support for recruitment, staffing and assessment activities and oversight to monitor, assess, audit, investigate where necessary, and report to management on staffing procedures of Gen X and Gen Y workers.


Human Resources Consulting Services

What drives a great HR strategy? We have found that the most reliable and persuasive HR strategies are built on the intersections of the company’s capabilities, uniqueness and seamless execution. Businesses have to address a unique set of barriers that often require deeper insight. Arcus offers a fact based approach to align an organization’s strengths with customer needs.

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Dealing with complexity, constant change and resource optimization are priorities for growing for-profit and non-profit organizations. Change requires best practices in organizational effectiveness and flexible leadership. CEO’s need to learn about how to leverage best practices for effective change within their organizations. Benefits include substantial shareholder value, lower costs and streamlined businesses.

Our change model is based on practices of HROS (highly reliable organizations) in sectors with complex operations such as healthcare and nuclear energy. These organizations follow proven methodologies because human errors can have potentially catastrophic consequences. The comprehensive approach integrates process and human dimensions of change. Please review a few sample projects to learn more about our approach on an engagement.