Your employees are the backbone of your organisation, so HR teams must have a reliable way to assess their impact. Learn why HR metrics are essential in removing the guesswork around recruiting, retaining, and maximising employee productivity.
In this ppt, you will understand what is HR Metrics and how it is used in all HR Functions. How the metrics are calculated with formulas is mentioned in the ppt with the simplest explanation.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
Youโll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisationโฏ
2. The characteristics of the employee onboarding process โฏ
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hiresโฏ
Chapterย 13ย Staffing System Evaluation and TechnologyStaffing Metri.docxchristinemaritza
ย
Chapterย 13ย Staffing System Evaluation and Technology
Staffing Metrics
Because people pay attention to what gets measured, carefully selecting key metrics to track can help focus employees on key behaviors and outcomes. But too much information makes it difficult to focus attention on the metrics and outcomes that are the most important. To evaluate its staffing success, telecommunication company Avaya sets goals for how many experienced employees it intends to acquire from its competitors. The company also measures the performance of individuals who move internally from one business to another compared with the average performance of employees in that division. One company representative says, โMost companies will say their recruitment is successful if they retain the people that they hire. We look beyond that and set very specific goals for ourselves.โ14
Southwest Airlines measures key metrics including cost per hire, new hire quality, compensation, time to productivity, and retention and promotion rates of high-potential employees and uses these measurements to continually improve its staffing and talent management process. If Southwest notices that an operational group is logging above average overtime, for example, it works with that group to reduce overtime by decreasing turnover or increasing staffing.15
Staffing metrics can be thought of as long term or short term, and can be efficiency or effectiveness oriented. Next, we discuss these different types of metrics and how they are best used.
Long-Term and Short-Term Metrics
Metrics can be tracked over many different time periods. Short-term metrics help a firm evaluate the success of its staffing system in terms of the recruiting and new hire outcomes achieved. These metrics include:
ยท The percentage of hires for each job or job family coming from each recruiting source and recruiter
ยท The number of high-quality new hires coming from each recruiting source and recruiter
ยท The number of diverse hires coming from each recruiting source and recruiter
ยท The average time to start (by position, source, and recruiter)
ยท The average time to contribution (by position, source, and recruiter)
Long-term metrics help a firm evaluate the success of its staffing system in terms of the outcomes that occur some time after employees are hired. These metrics include:
ยท Employee job success by recruiting source and by recruiter
ยท Employee tenure by recruiting source and by recruiter
ยท Promotion rates by recruiting source and by recruiter
Short-term metrics are useful as leading indicators of a companyโs ability to have the right people in the right jobs at the right time to execute its business strategy and to meet its immediate staffing goals. Long-term metrics are useful as lagging indicators. They are best used for evaluating the effectiveness of the firmโs long-term staffing systemโfor example, the long-term, on-the-job success of employees and their turnover and promotion rates.
Staffing Ef ...
Employee retention issues and analysisRehan Akhtar
ย
It covers employee retention issues, reasons for attrition, attrition analysis, ways to reduce attrition and how to predict attrition using identified attributes
In this ppt, you will understand what is HR Metrics and how it is used in all HR Functions. How the metrics are calculated with formulas is mentioned in the ppt with the simplest explanation.
Onboarding is the first step in ensuring that new hires have a positive first experience.
Employee onboarding is steadily evolving in the business world today into a talent management approach that organisations use to attract and retain top personnel.
Business leaders and HR managers must concentrate on developing optimal hiring and onboarding methods to better express their values and assist employee in navigating their roles in order to develop a world-class onboarding programme.
Effective onboarding also guarantees that your newly hired employees are engaged, productive, and equipped with the necessary resources.
Is it advantageous for your organisation to adopt a formal and efficient onboarding programme? How successful is your onboarding process for new employees? How can you design the ideal onboarding process for new employees?
You'll find tips and a head start on how to develop a standardized onboarding programme for your new hires or workers in this deck.
Youโll also learn;
1. Steps to developing successful action plan for implementing onboarding process within your organisationโฏ
2. The characteristics of the employee onboarding process โฏ
3. How to drive engagement and retention through onboarding
4. Why your organisation needs to start onboarding new hiresโฏ
Chapterย 13ย Staffing System Evaluation and TechnologyStaffing Metri.docxchristinemaritza
ย
Chapterย 13ย Staffing System Evaluation and Technology
Staffing Metrics
Because people pay attention to what gets measured, carefully selecting key metrics to track can help focus employees on key behaviors and outcomes. But too much information makes it difficult to focus attention on the metrics and outcomes that are the most important. To evaluate its staffing success, telecommunication company Avaya sets goals for how many experienced employees it intends to acquire from its competitors. The company also measures the performance of individuals who move internally from one business to another compared with the average performance of employees in that division. One company representative says, โMost companies will say their recruitment is successful if they retain the people that they hire. We look beyond that and set very specific goals for ourselves.โ14
Southwest Airlines measures key metrics including cost per hire, new hire quality, compensation, time to productivity, and retention and promotion rates of high-potential employees and uses these measurements to continually improve its staffing and talent management process. If Southwest notices that an operational group is logging above average overtime, for example, it works with that group to reduce overtime by decreasing turnover or increasing staffing.15
Staffing metrics can be thought of as long term or short term, and can be efficiency or effectiveness oriented. Next, we discuss these different types of metrics and how they are best used.
Long-Term and Short-Term Metrics
Metrics can be tracked over many different time periods. Short-term metrics help a firm evaluate the success of its staffing system in terms of the recruiting and new hire outcomes achieved. These metrics include:
ยท The percentage of hires for each job or job family coming from each recruiting source and recruiter
ยท The number of high-quality new hires coming from each recruiting source and recruiter
ยท The number of diverse hires coming from each recruiting source and recruiter
ยท The average time to start (by position, source, and recruiter)
ยท The average time to contribution (by position, source, and recruiter)
Long-term metrics help a firm evaluate the success of its staffing system in terms of the outcomes that occur some time after employees are hired. These metrics include:
ยท Employee job success by recruiting source and by recruiter
ยท Employee tenure by recruiting source and by recruiter
ยท Promotion rates by recruiting source and by recruiter
Short-term metrics are useful as leading indicators of a companyโs ability to have the right people in the right jobs at the right time to execute its business strategy and to meet its immediate staffing goals. Long-term metrics are useful as lagging indicators. They are best used for evaluating the effectiveness of the firmโs long-term staffing systemโfor example, the long-term, on-the-job success of employees and their turnover and promotion rates.
Staffing Ef ...
Employee retention issues and analysisRehan Akhtar
ย
It covers employee retention issues, reasons for attrition, attrition analysis, ways to reduce attrition and how to predict attrition using identified attributes
Keeping Employees Engaged In The WorkplaceJumpstart:HR
ย
Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.
Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
Twitter: http://www.twitter.com/jumpstarthr
Facebook: https://www.facebook.com/jumpstarthr
LinkedIn: http://www.linkedin.com/company/jumpstart-hr
Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.": http://www.eepurl.com/jAbNf
Webinar- Recruitment Process OutsourcingG&A Partners
ย
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
In this webinar you will develop an understanding of how to calculate employee turnover, as well as learn why employee turnover is an important metric in managing your employees. We will cover how to develop and implement employee retention strategies in order to protect you from high turn over costs.
Staff augmentation is just an outsourcing approach used to employ skilled tech manpower on an external basis to temporarily or permanently cover necessary positions in your team temporarily or permanently. It also enables organizations to choose just applicants who meet their needs and to downsize or expand their augmented staff as needed. Several businesses offer employee augmentation. This outsourcing approach could help you in bringing qualified technical employees to your very own development team on a short or long-term basis.
Here is a deeper look at how it works, and we've provided a few suggestions on how firms may develop their employee augmentation strategy.
Keeing a lid on attrition - 5 Steps to manage attrtion in Shared Services Chazey Partners
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Attrition is a common problem, not just offshore, but also onshore, as we see increased interest in keeping centers near the customer base. Weโve got some tips on managing turnover.
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Visit us at http://www.jumpstart-hr.com to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
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Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
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Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
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"๐ฉ๐ฌ๐ฎ๐ผ๐ต ๐พ๐ฐ๐ป๐ฏ ๐ป๐ฑ ๐ฐ๐บ ๐ฏ๐จ๐ณ๐ญ ๐ซ๐ถ๐ต๐ฌ"
๐๐ ๐๐จ๐ฆ๐ฌ (๐๐ ๐๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐๐๐ญ๐ข๐จ๐ง๐ฌ) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
๐๐ ๐๐จ๐ฆ๐ฌ provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
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2. RECRUITMENT AND
RETENTION METRICS
SOURCE OF HIRE
Job boards, internal referrals, staf๏ฌng agencies, or
company career pages.
COST-PER-HIRE
The total hiring cost considering the total number of hires.
TIME-TO-HIRE
The time it takes to ๏ฌll a job opening.
RETENTION RATE
The percentage of employees that stay with your
company over time. A high retention rate is typically
considered to be around 90%.
TURNOVER RATE
The percentage of employees who depart from a
company with voluntary and involuntary departures
separately tracked.
ABSENTEEISM RATE
How often employees take off from work or the
frequency of sick leave.
3. TIME TO PRODUCTIVITY
The time taken for a new hire to become productive by
accounting for factors such as job complexity and
individual traits.
PARTICIPATION RATE
The percentage of employees involved in HR activities,
like onboarding, training, and team-building.
ASSESSMENT SCORES AND PASS RATES
The performance of employees in training and
development activities. This is critical for positions
requiring on-the-job training and certi๏ฌcation exams.
WORKLOAD BALANCE
The amount of work assigned to an employee to prevent
work burnout.
PERFORMANCE GOALS
How well the employees perform their daily tasks.
TRAINING AND
ENGAGEMENT METRICS
4. STREAMLINE HR WITH
CONTINUSYS C-PEOPLE
C-PEOPLE, is an integrated business
management app from ContinuSys designed
for effective HR management.
With seamless onboarding experiences and
real-time insights, C-PEOPLE makes managing
internal and external human resources a
breeze.
Request a demo to see how the app works.
www.continusys.com