KPI s for human resource management function

Conventional KPIs for hr functions are life less statistics and intangible results. To add credibility to the function, the KPI should reflect hr function's contributions to business strategies in a quantified way. As and when business strategies change these KPIs also should change. It can be based on criticality, speed, value added, competency enhancement, compliance to governance standards, flexibility, community perception/satisfaction, culture enrichment, cost control. It is high time HR directors stop carrying employee statistics, turnover figures, c&b details, training coverage, union agreements and disputes etc for presentations.