Sorry if I make it sound frivolous like "have you brushed today?" Couple of thoughts in this article..
First things first. Do any bit of measurement in the behavioural domain, and you will want to look at validity and reliability - prominent among them being Construct validity - have you defined what you want to measure and are you measuring that very same thing. Simple naa!
Now apply this to a real life situation. Have you defined what you want to do and are you doing what is needed to reach your goals?
Now you must have linked it all up with Visioning I guess. This is the very line of thinking. Think of HR. I learn from my colleagues in the industry that they have, BU HR, SBU HR, LOB HR, CORPORATE HR (and probably a Inter galactic HR as well in the near future that is) in most companies.
But, have the HR departments crafted a vision for themselves? Have they gone back to the business and asked "what do you want from HR" and then used the same for crafting a vision for themselves? Unfortunately, the answer is often NO.
Possible fallouts are feelings of Role erosion, role ambiguity and an overall feeling of learned helplessness from the lowest rung of HR folks. Next "milestone" - massive HR attrition!
Think about it, let me know!
-Sid
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