Three Page® and Human Resources
by Mary Henry, Three Page® Advisor
When I first learned of the Three Page® Management System, I only thought of the operational and financial tracking and forecasting capabilities the system offers. But as I learned more about the system, several things prompted me to incorporate Three Page® into my tool kit.
Not so long ago and not so far away, human resources were the folks who submitted payroll and administered health benefits. Work is not the series of repetitive motions that it once was. Work is much more complicated than it once was. It is necessary to identify skills, abilities, and competencies. Human Resources is now strategy for acquiring top talent, tying pay to performance, and building a performance plan that accomplishes the company’s revenue and profit goals.
So how do you determine ROI on human resource initiatives? Three Page®!!! As I implement retention programs, bonus programs and performance management plans, I use Three Page® to track employee turnover, percent of employees who achieved bonus potential, and whether or not the performance management plans met revenue and profit goals!
Three Page® Management Systems measures what matters most, AKA the KPI’s (Key Performance Indicators), and gives businesses a common language and system by which to communicate those plans and results to the employees at every level of the company. When I think of best practices, I think of Three Page® Management Systems.