Your Year in Review: Top 5 Workforce Metrics to Measure Success
•
0 likes•119 views
This presentation discusses the top five workforce metrics that you should look at to measure your organization’s effectiveness and overall success. We explore how to measure different aspects of workforce management, including recruiting, retention, employee engagement, performance, and operational efficiency.
Report
Share
Report
Share
Download to read offline
Recommended
RJ Evans Retained Search
RJ Evans & Associates is an executive search firm that has been in business since 1975. They specialize in placing high-impact managers, directors, VPs, and business leaders. Some of their key strengths include a 98% benchmark 1-year retention rate for placements, averaging 89 days to complete searches, and being relentless in their process until a new hire starts. They take a collaborative approach and focus on identifying candidates that have the critical success factors, such as skills, experience, and a results-oriented mindset, to deliver success for their clients.
RJ Evans Retained Search Capabilities
RJ Evans & Associates is an executive search firm that has been in business since 1975. They specialize in placing high-impact managers, directors, VPs, and business leaders. Some of their key strengths are a 98% benchmark 1-year retention rate for placements and an average time of 89 days to complete searches. They take a collaborative approach focused on identifying candidates with the critical skills, experience, and performance needed for the role and company culture.
How to Design Effective PMS Systems and KRA Sheets
This document provides an overview of how to design and implement effective performance management systems and KRA sheets. It begins by establishing some ground rules for an effective learning webinar. It then introduces the speaker's background and experience in human resources. The core content discusses defining objectives with a focus on the "why", and establishing a performance management system framework that aligns individual and organizational goals. It proposes a model called the Light House Model that optimizes, quantifies, and rationalizes performance. The document concludes by noting that comprehensive coverage is not possible in a single session and encourages further learning and feedback.
Goal Summit 2016: BetterWorks Crystal Ball
Curious what new features are coming to the BetterWorks platform in 2016 and beyond? Ciara Peter, Head of Product, and Steve Hackney, Solutions Engineering Lead, give an exclusive sneak peek of new product and platform updates at the Goal Summit 2016.
Performance-Management (KPIs)
The document discusses performance management and key performance indicators (KPIs). It recommends creating measures that are focused on critical success factors and aligned with business strategy. The process involves identifying strategic goals, critical success factors, developing appropriate metrics, implementing the metrics, and monitoring their impact. Creating the right KPIs and monitoring them effectively can help drive business performance if they consider human behavior and avoid unintended consequences.
Hr partner upload
The document discusses an HR partner who provides various HR services to organizations. It outlines the partner's experience and expertise in areas like HR management, performance management, talent acquisition, training and development, and compliance with labour laws. The services discussed include setting up a complete HR department for startups, reorganizing and improving performance management systems for growing organizations, talent acquisition and management support, and ongoing HR consulting and compliance support. Key benefits highlighted are building systematic and optimized HR functions, controlling costs, improving productivity and performance.
Strategic planning presentation 12 Sept 2016
The ECSD Strategic Improvement Plan Process document outlines ECSD's plan to develop a strategic improvement plan. It involves analyzing performance and stakeholder input data to identify strategic goals, priorities, objectives and measures. The plan will have initiatives and action plans to achieve objectives and arrive at targets. The process considers the district's mission, vision, beliefs and involves schools to create aligned improvement plans. It aims to improve teaching/learning, family/community engagement, professional learning and organizational effectiveness through the strategic improvement planning process.
Measure whats matters ppt
This document summarizes the key concepts from the book "Measure What Matters" about implementing an OKR (Objectives and Key Results) system. It outlines the main 4 steps to successfully implement OKRs: 1) Each work unit formulates measurable OKRs, 2) Develops action plans to achieve each OKR, 3) Regularly monitors OKR achievement using dashboards, and 4) Links OKR achievement to bonus incentives. Implementing OKRs using these steps can help organizations exponentially grow performance by setting clear objectives and measuring results.
Recommended
RJ Evans Retained Search
RJ Evans & Associates is an executive search firm that has been in business since 1975. They specialize in placing high-impact managers, directors, VPs, and business leaders. Some of their key strengths include a 98% benchmark 1-year retention rate for placements, averaging 89 days to complete searches, and being relentless in their process until a new hire starts. They take a collaborative approach and focus on identifying candidates that have the critical success factors, such as skills, experience, and a results-oriented mindset, to deliver success for their clients.
RJ Evans Retained Search Capabilities
RJ Evans & Associates is an executive search firm that has been in business since 1975. They specialize in placing high-impact managers, directors, VPs, and business leaders. Some of their key strengths are a 98% benchmark 1-year retention rate for placements and an average time of 89 days to complete searches. They take a collaborative approach focused on identifying candidates with the critical skills, experience, and performance needed for the role and company culture.
How to Design Effective PMS Systems and KRA Sheets
This document provides an overview of how to design and implement effective performance management systems and KRA sheets. It begins by establishing some ground rules for an effective learning webinar. It then introduces the speaker's background and experience in human resources. The core content discusses defining objectives with a focus on the "why", and establishing a performance management system framework that aligns individual and organizational goals. It proposes a model called the Light House Model that optimizes, quantifies, and rationalizes performance. The document concludes by noting that comprehensive coverage is not possible in a single session and encourages further learning and feedback.
Goal Summit 2016: BetterWorks Crystal Ball
Curious what new features are coming to the BetterWorks platform in 2016 and beyond? Ciara Peter, Head of Product, and Steve Hackney, Solutions Engineering Lead, give an exclusive sneak peek of new product and platform updates at the Goal Summit 2016.
Performance-Management (KPIs)
The document discusses performance management and key performance indicators (KPIs). It recommends creating measures that are focused on critical success factors and aligned with business strategy. The process involves identifying strategic goals, critical success factors, developing appropriate metrics, implementing the metrics, and monitoring their impact. Creating the right KPIs and monitoring them effectively can help drive business performance if they consider human behavior and avoid unintended consequences.
Hr partner upload
The document discusses an HR partner who provides various HR services to organizations. It outlines the partner's experience and expertise in areas like HR management, performance management, talent acquisition, training and development, and compliance with labour laws. The services discussed include setting up a complete HR department for startups, reorganizing and improving performance management systems for growing organizations, talent acquisition and management support, and ongoing HR consulting and compliance support. Key benefits highlighted are building systematic and optimized HR functions, controlling costs, improving productivity and performance.
Strategic planning presentation 12 Sept 2016
The ECSD Strategic Improvement Plan Process document outlines ECSD's plan to develop a strategic improvement plan. It involves analyzing performance and stakeholder input data to identify strategic goals, priorities, objectives and measures. The plan will have initiatives and action plans to achieve objectives and arrive at targets. The process considers the district's mission, vision, beliefs and involves schools to create aligned improvement plans. It aims to improve teaching/learning, family/community engagement, professional learning and organizational effectiveness through the strategic improvement planning process.
Measure whats matters ppt
This document summarizes the key concepts from the book "Measure What Matters" about implementing an OKR (Objectives and Key Results) system. It outlines the main 4 steps to successfully implement OKRs: 1) Each work unit formulates measurable OKRs, 2) Develops action plans to achieve each OKR, 3) Regularly monitors OKR achievement using dashboards, and 4) Links OKR achievement to bonus incentives. Implementing OKRs using these steps can help organizations exponentially grow performance by setting clear objectives and measuring results.
Most important organizational performance metrics
Most important organizational performance metricsDr. Lepora Menefee,SSBB, PMP, SHRM-SCP, Prosci, CSM
This presentation addresses the most important metrics to use to measure organizational effectiveness for an organization.Hr alignment with business slideshare
This document discusses how to better align HR with business strategy. It outlines signs of poor alignment like short-term thinking and lack of innovation. To improve, HR must understand the business strategy, value proposition, and how employee work supports strategic goals. An engaged workforce is key. The document proposes a 5-step process for HR to integrate with business: determine goals, scan internal/external factors, identify gaps, set priorities, and monitor progress. The goal is for HR to become a strategic partner by focusing on issues that impact business objectives and core values.
RBS Group : The Human Capital Strategy
This presentation was made as group assignment for People In Organization course - Blemba Program SBM ITB
Kpi chart
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and determining metrics. The document outlines common mistakes to avoid, such as creating too many KPIs. It also describes how to design effective KPIs that are linked to strategy and empower employees. Finally, the document discusses different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative.
Employee Of The Year PowerPoint Presentation Slides
Employee Of The Year PowerPoint Presentation Slides offers you a comprehensive layout to create an impressive staff recognition presentation. Use this reward management PPT theme to showcase current production and sales positions with the help of a double bar graph. Take advantage of employee recognition PowerPoint slideshow to help you explain the steps required to develop an effective personnel recognition initiative. This reward program PPT template can be used to showcase the best employee recognition ideas that the management may implement. Address elements to consider before program implementation such as the budget, and staff strength, using this employee motivation PowerPoint theme. Our performance recognition PPT slideshow facilitates the explanation by offering a visual representation of activities involved in best employee selection. Consolidate the factors like quality of work, upon which the employee will be judged, using the employee recognition award PowerPoint template. Download employee rewards program PPT presentation for compiling the impact of such programs and its influence on overall staff performance. https://bit.ly/3g8oceI
Role of the HR Business Partner in Strategic Workforce Planning
Because human resources business partners are the key liaison between the HR function and the business leadership team, it’s logical to assume they are key stakeholders and integral contributors to the company’s strategic workforce plan (SWP) effort. However, it seems that the role HRBPs play varies widely from company to company, including not being involved at all. This seems counter-intuitive, considering that when the HRBP is involved they are positioned to facilitate the process typically in collaboration with business leaders and subject matter experts in SWP.
This session will look Edison International’s workforce planning model and how it includes their HRBPs.
Attendees will learn:
How to gain buy-in for instituting workforce planning.
How and why HRBPs are the anchors of the workforce plan.
How workforce planning can improve communication enterprise-wide.
How to form the collaborative relationship HRBPs must have with their SMEs and executives that will ensure success.
Coporate Real Estate Key Factors
This document discusses corporate real estate strategies and objectives. It outlines key goals of maximizing shareholder wealth through revenue and profitability growth. This involves enhancing employee productivity, creating a flexible work environment, reducing costs, and increasing innovation and satisfaction. The document presents a strategic framework showing how real estate management fits within and adds value to a firm's overall business strategy. It also describes various real estate strategies around workplace innovations, outsourcing, pricing, services, and portfolio optimization. The conclusion emphasizes having clear objectives and best-in-class solutions for the workforce and portfolio, and the critical need for an effective change management strategy when implementing workplace changes.
Getting The Best Out Of Your People - webinar
In today's business environment business owners must understand what motivates their employees so that they can reduce turnover and absenteeism, boost individual performance and create customer loyalty to ensure the long term success of the company. Jose Laurel takes an in-depth look at strategies that will help you align and manage goals, document performance and develop a plan for the Performance Management Process.
Internal process kra
The document discusses internal processes and key result areas (KRAs) within an organization. It describes the internal process value chain, which includes innovation, operations, and post-scale service processes. It then provides steps for implementing KRAs, which define the primary tasks and responsibilities for individuals, sections, and departments. The steps include listing activities, explaining their purpose, sharing lists between teams and leadership, collaboratively developing the KRAs, and establishing goals within each KRA. The overall purpose is to improve communication, accountability, and focus on results within the organization.
Bridging Business and HR
At the intersection of business execution and innovative HR, how do you measure what matters? The BetterWorks CEO, Kris Duggan, kicked off Goal Summit 2017 by diving into the day's theme and unveiling new product and partner announcements.
What is Goal Science?
Goal Science Thinking™ is a set of goal principles that helps people set better goals, and pursue their goals more successfully. It builds on frameworks like SMART and enhances highly-effective processes like OKRs and MBOs.
2015 Performance Management Training final
The document provides an agenda and timeline for a 2015 performance management training. It outlines evaluating goals from the previous year, establishing new goals, and assessing employees. All performance evaluations must be completed and signed off by managers and employees by June 30th, 2015. The training also covers navigating the performance management system and evaluating competencies, objectives, career paths, and potential.
KRA KPI ( Key results area and Key performance indicators)
A key result area (KRA) is a strategic factor critical for an organization to achieve its goals. KRAs identify important areas where strong positive results must be realized. Examples of KRAs include customer satisfaction, product management, and operational cost control. Key performance indicators (KPIs) provide leadership with metrics to measure progress towards objectives in the KRAs. Careful attention should be given to defining KRAs, key performance areas (KPAs), and KPIs in strategic planning and performance management.
Emgage PPT new
This document discusses employee engagement and provides information about Emgage, a company that helps other companies improve employee engagement. Emgage conducts surveys to measure employee engagement levels and then provides engagement activities tailored to the company's results. They offer two packages - a moderate package where they create an engagement plan and implementation support, and an intense package where they also conduct an initial employee engagement survey. Their process involves pre- and post-survey communication, action planning, event execution, and reporting to track engagement levels over time.
Top Teams
How can teams at the top move from crisis into growth that builds confidence in the future? Ernesto Uscher, has leveraged his experience with building Results-Based Teams to create relevant insights for executive teams right now.
Goal Summit 2016: Goals – The Missing Link Between Strategy and Execution
Goals have been a part of workplace DNA for decades, but only recently have organizations relied heavily on goal setting to align employees and remain agile. In this session from the BetterWorks Goal Summit 2016, you'll learn how goals can help make your company vision a reality from Don Sull, Senior Lecturer at MIT Sloan School of Management.
Kpi teamwork
This document discusses key performance indicators (KPIs) and teamwork. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document warns against common mistakes like creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. It also outlines different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative.
Employee Recognition Systems
This presentation describes the three components of your employee recognition program. As well as recognition resources available to you.
High-Impact Performance Management: 4 Ways to Build Your Leadership Bench and...
Performance management in the service industry is no easy task. You’ve got a lot of locations and higher-than-average turnover. Keeping frontline employees engaged, while developing your best ones for future management positions is not only a top concern for most companies, but also crucial to overall business success.
Check out our ‘High-Impact Performance Management’ webinar presentation, featuring our performance management expert, Dr. Chris Wright, and Flash Foods’ Training Manager, Michelle Davis, to receive 1 credit hour toward HRCI recertification and:
– Discover the 4 secrets to develop your top performers and build your leadership bench
– Hear how Flash Foods is increasing evaluation efficiency by 75% and saving 750 hours/year
– Uncover the 6 mistakes so many companies are making in the performance management process … and how to correct them
– Understand how increasing feedback can also increase employee engagement, retention and customer service
Insight Expert Webinar Slides - 2014
As you build out your compensation strategy, it's imperative to have reliable data to inform your salary decisions, easy to use software to automate compensation processes, and expert guidance to walk you through getting pay right.
Management Essentials #1
This document provides an overview of management essentials including the roles and responsibilities of managers. It discusses key manager functions such as planning, organizing, staffing, directing and controlling. It also distinguishes between leadership and management, noting that the most effective managers also demonstrate leadership skills. The document outlines steps to plan and build a department including establishing mission, goals and objectives. It also covers topics such as delegation, discipline, and controlling the department. The overall summary is that the document presents fundamental management concepts and best practices for planning, leading and controlling a department effectively.
Hr Metrics
The document discusses the importance of HR metrics for measuring workforce performance and linking it to business strategy execution and results. It introduces the balanced scorecard model for identifying the behaviors, competencies, mindsets, and culture required for workforce success and measuring their impact on business outcomes. Specific metrics are proposed for measuring HR competencies, systems, leadership behaviors, and overall workforce success in executing business strategy and creating value. The balanced scorecard, workforce scorecard, and HR scorecard are presented as frameworks for operationalizing strategies and providing feedback across business processes and outcomes.
More Related Content
What's hot
Most important organizational performance metrics
Most important organizational performance metricsDr. Lepora Menefee,SSBB, PMP, SHRM-SCP, Prosci, CSM
This presentation addresses the most important metrics to use to measure organizational effectiveness for an organization.Hr alignment with business slideshare
This document discusses how to better align HR with business strategy. It outlines signs of poor alignment like short-term thinking and lack of innovation. To improve, HR must understand the business strategy, value proposition, and how employee work supports strategic goals. An engaged workforce is key. The document proposes a 5-step process for HR to integrate with business: determine goals, scan internal/external factors, identify gaps, set priorities, and monitor progress. The goal is for HR to become a strategic partner by focusing on issues that impact business objectives and core values.
RBS Group : The Human Capital Strategy
This presentation was made as group assignment for People In Organization course - Blemba Program SBM ITB
Kpi chart
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and determining metrics. The document outlines common mistakes to avoid, such as creating too many KPIs. It also describes how to design effective KPIs that are linked to strategy and empower employees. Finally, the document discusses different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative.
Employee Of The Year PowerPoint Presentation Slides
Employee Of The Year PowerPoint Presentation Slides offers you a comprehensive layout to create an impressive staff recognition presentation. Use this reward management PPT theme to showcase current production and sales positions with the help of a double bar graph. Take advantage of employee recognition PowerPoint slideshow to help you explain the steps required to develop an effective personnel recognition initiative. This reward program PPT template can be used to showcase the best employee recognition ideas that the management may implement. Address elements to consider before program implementation such as the budget, and staff strength, using this employee motivation PowerPoint theme. Our performance recognition PPT slideshow facilitates the explanation by offering a visual representation of activities involved in best employee selection. Consolidate the factors like quality of work, upon which the employee will be judged, using the employee recognition award PowerPoint template. Download employee rewards program PPT presentation for compiling the impact of such programs and its influence on overall staff performance. https://bit.ly/3g8oceI
Role of the HR Business Partner in Strategic Workforce Planning
Because human resources business partners are the key liaison between the HR function and the business leadership team, it’s logical to assume they are key stakeholders and integral contributors to the company’s strategic workforce plan (SWP) effort. However, it seems that the role HRBPs play varies widely from company to company, including not being involved at all. This seems counter-intuitive, considering that when the HRBP is involved they are positioned to facilitate the process typically in collaboration with business leaders and subject matter experts in SWP.
This session will look Edison International’s workforce planning model and how it includes their HRBPs.
Attendees will learn:
How to gain buy-in for instituting workforce planning.
How and why HRBPs are the anchors of the workforce plan.
How workforce planning can improve communication enterprise-wide.
How to form the collaborative relationship HRBPs must have with their SMEs and executives that will ensure success.
Coporate Real Estate Key Factors
This document discusses corporate real estate strategies and objectives. It outlines key goals of maximizing shareholder wealth through revenue and profitability growth. This involves enhancing employee productivity, creating a flexible work environment, reducing costs, and increasing innovation and satisfaction. The document presents a strategic framework showing how real estate management fits within and adds value to a firm's overall business strategy. It also describes various real estate strategies around workplace innovations, outsourcing, pricing, services, and portfolio optimization. The conclusion emphasizes having clear objectives and best-in-class solutions for the workforce and portfolio, and the critical need for an effective change management strategy when implementing workplace changes.
Getting The Best Out Of Your People - webinar
In today's business environment business owners must understand what motivates their employees so that they can reduce turnover and absenteeism, boost individual performance and create customer loyalty to ensure the long term success of the company. Jose Laurel takes an in-depth look at strategies that will help you align and manage goals, document performance and develop a plan for the Performance Management Process.
Internal process kra
The document discusses internal processes and key result areas (KRAs) within an organization. It describes the internal process value chain, which includes innovation, operations, and post-scale service processes. It then provides steps for implementing KRAs, which define the primary tasks and responsibilities for individuals, sections, and departments. The steps include listing activities, explaining their purpose, sharing lists between teams and leadership, collaboratively developing the KRAs, and establishing goals within each KRA. The overall purpose is to improve communication, accountability, and focus on results within the organization.
Bridging Business and HR
At the intersection of business execution and innovative HR, how do you measure what matters? The BetterWorks CEO, Kris Duggan, kicked off Goal Summit 2017 by diving into the day's theme and unveiling new product and partner announcements.
What is Goal Science?
Goal Science Thinking™ is a set of goal principles that helps people set better goals, and pursue their goals more successfully. It builds on frameworks like SMART and enhances highly-effective processes like OKRs and MBOs.
2015 Performance Management Training final
The document provides an agenda and timeline for a 2015 performance management training. It outlines evaluating goals from the previous year, establishing new goals, and assessing employees. All performance evaluations must be completed and signed off by managers and employees by June 30th, 2015. The training also covers navigating the performance management system and evaluating competencies, objectives, career paths, and potential.
KRA KPI ( Key results area and Key performance indicators)
A key result area (KRA) is a strategic factor critical for an organization to achieve its goals. KRAs identify important areas where strong positive results must be realized. Examples of KRAs include customer satisfaction, product management, and operational cost control. Key performance indicators (KPIs) provide leadership with metrics to measure progress towards objectives in the KRAs. Careful attention should be given to defining KRAs, key performance areas (KPAs), and KPIs in strategic planning and performance management.
Emgage PPT new
This document discusses employee engagement and provides information about Emgage, a company that helps other companies improve employee engagement. Emgage conducts surveys to measure employee engagement levels and then provides engagement activities tailored to the company's results. They offer two packages - a moderate package where they create an engagement plan and implementation support, and an intense package where they also conduct an initial employee engagement survey. Their process involves pre- and post-survey communication, action planning, event execution, and reporting to track engagement levels over time.
Top Teams
How can teams at the top move from crisis into growth that builds confidence in the future? Ernesto Uscher, has leveraged his experience with building Results-Based Teams to create relevant insights for executive teams right now.
Goal Summit 2016: Goals – The Missing Link Between Strategy and Execution
Goals have been a part of workplace DNA for decades, but only recently have organizations relied heavily on goal setting to align employees and remain agile. In this session from the BetterWorks Goal Summit 2016, you'll learn how goals can help make your company vision a reality from Don Sull, Senior Lecturer at MIT Sloan School of Management.
Kpi teamwork
This document discusses key performance indicators (KPIs) and teamwork. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document warns against common mistakes like creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. It also outlines different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative.
Employee Recognition Systems
This presentation describes the three components of your employee recognition program. As well as recognition resources available to you.
High-Impact Performance Management: 4 Ways to Build Your Leadership Bench and...
Performance management in the service industry is no easy task. You’ve got a lot of locations and higher-than-average turnover. Keeping frontline employees engaged, while developing your best ones for future management positions is not only a top concern for most companies, but also crucial to overall business success.
Check out our ‘High-Impact Performance Management’ webinar presentation, featuring our performance management expert, Dr. Chris Wright, and Flash Foods’ Training Manager, Michelle Davis, to receive 1 credit hour toward HRCI recertification and:
– Discover the 4 secrets to develop your top performers and build your leadership bench
– Hear how Flash Foods is increasing evaluation efficiency by 75% and saving 750 hours/year
– Uncover the 6 mistakes so many companies are making in the performance management process … and how to correct them
– Understand how increasing feedback can also increase employee engagement, retention and customer service
Insight Expert Webinar Slides - 2014
As you build out your compensation strategy, it's imperative to have reliable data to inform your salary decisions, easy to use software to automate compensation processes, and expert guidance to walk you through getting pay right.
What's hot (20)
Employee Of The Year PowerPoint Presentation Slides
Employee Of The Year PowerPoint Presentation Slides
Role of the HR Business Partner in Strategic Workforce Planning
Role of the HR Business Partner in Strategic Workforce Planning
KRA KPI ( Key results area and Key performance indicators)
KRA KPI ( Key results area and Key performance indicators)
Goal Summit 2016: Goals – The Missing Link Between Strategy and Execution
Goal Summit 2016: Goals – The Missing Link Between Strategy and Execution
High-Impact Performance Management: 4 Ways to Build Your Leadership Bench and...
High-Impact Performance Management: 4 Ways to Build Your Leadership Bench and...
Similar to Your Year in Review: Top 5 Workforce Metrics to Measure Success
Management Essentials #1
This document provides an overview of management essentials including the roles and responsibilities of managers. It discusses key manager functions such as planning, organizing, staffing, directing and controlling. It also distinguishes between leadership and management, noting that the most effective managers also demonstrate leadership skills. The document outlines steps to plan and build a department including establishing mission, goals and objectives. It also covers topics such as delegation, discipline, and controlling the department. The overall summary is that the document presents fundamental management concepts and best practices for planning, leading and controlling a department effectively.
Hr Metrics
The document discusses the importance of HR metrics for measuring workforce performance and linking it to business strategy execution and results. It introduces the balanced scorecard model for identifying the behaviors, competencies, mindsets, and culture required for workforce success and measuring their impact on business outcomes. Specific metrics are proposed for measuring HR competencies, systems, leadership behaviors, and overall workforce success in executing business strategy and creating value. The balanced scorecard, workforce scorecard, and HR scorecard are presented as frameworks for operationalizing strategies and providing feedback across business processes and outcomes.
Chapter 5 Performance Management.pptx
Performance management is a continuous process of identifying, measuring, and developing employee performance to align it with organizational goals. It involves ongoing feedback rather than annual assessments. Key elements include performance planning, managing performance through feedback, reviewing performance, and rewarding performance. While performance appraisals assess past performance and identify strengths and weaknesses, performance management is focused on ongoing feedback to help employees improve. An effective performance management system provides clear expectations and feedback, identifies good and poor performance, and facilitates employee development and organizational change.
Learning Tech2019 - Performance management is broken
Performance management and appraisal - the challenges, causes and what Learning Technologists can do to help
1130 track1 stevens
Kforce is evolving its pre-hire talent assessments to use predictive analytics to improve hiring outcomes. It analyzed key performance indicators and found top performers delivered over 100% more productivity than median performers. It developed a predictive model using 11 assessment dimensions to assign candidates a color corresponding to their likelihood of being a top performer. While not perfect, the model identifies patterns in top performers' profiles to predict success. Kforce aims to use predictive analytics to hire more top performers and reduce turnover costs.
Human resources management metrics analytics
Human Resources Management (HRM) metrics and analytics diagnostics, tools, processes and best practices
What ISO Management Systems can learn from Balanced Scorecard?
Balanced Scorecard is a Strategy Management System developed by Professors Kaplan and Norton. It is probably the most comprehensive system/tool in the modern world. It allows an organization balance its Strategy across 4 perspectives (Financial, Customer, Internal Process and Learning and Growth Perspectives). It further lets an organization break down each of these 4 perspectives based on 4 criteria which are Objectives, Measures, Target and Initiatives. There is a lot that ISO Implementers and Auditors need to learn from a Balanced Scorecard that will help in better delivering ISO engagements. This webinar will take a critical look at what is Balanced Scorecard and what ISO Consultants need to know to about it.
Main points covered:
• What is a Balance Scorecard?
• How Balance Scorecard allows organization to balance its Strategy across 4 perspectives (Financial, Customer, Internal Process and Learning and Growth Perspectives)
• How an organization breaks down each 4 perspective based on 4 criteria (Objectives, Measures, Target and Initiatives)
Presenter:
This webinar was presented by Orlando Olumide Odejide, who is the Chief Trainer for Training Heights Limited. Orlando is an experienced Enterprise Architect and Programme Director working on various technology solutions including SharePoint, SQL Server, Oracle, SAP, Odoo and Qlikview Technologies for clients in the Financial Services, Government and Manufacturing Sectors.
Link of the recorded session published on YouTube: https://youtu.be/XPPj9XhXl0s
Employee Survey, Handbook & Handling Grievance
An employee survey measures employee engagement through feedback, identifies strengths and ways to improve engagement, and benchmarks results against industry data. An employee handbook outlines company culture, policies, benefits, and procedures to educate and communicate expectations to employees. A grievance handling procedure solves problems early, improves work conditions, and develops a happy workforce by accepting grievances, understanding issues, finding solutions, and following up.
Performance Reviews & Appraisal - Information and Training by Pathway Group
1. The document discusses the importance of performance reviews for aligning employee goals with business objectives and ensuring high performance. However, many companies have dysfunctional review processes.
2. A successful review process includes setting SMART goals, creating action plans, regularly monitoring progress, obtaining objective feedback, and linking performance to compensation. It should not be a single annual event but rather an ongoing dialogue.
3. Training managers is key so they can effectively conduct reviews, provide feedback, and identify development areas for employees. With an effective system in place, companies see benefits like increased motivation, retention, and success.
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...
Looking to attract the top talent of your industry? Great! So does everyone else. It’s never been more important to develop a holistic HR strategy that will attract and retain great employees. Whether you need a total overhaul or you’re just missing a few key elements, this webinar will help you get started. Join us as we discuss the six critical elements of top-notch HR strategy.
Performance management-23779(1)
The document discusses performance management processes including:
1) Performance planning which involves setting objectives, priorities, and development plans between staff and management.
2) Monitoring performance through ongoing feedback, coaching, and interim reviews to track progress.
3) Reviewing performance which includes an end-of-cycle review to assess achievements and make changes if needed.
The key aspects of performance management are alignment with organizational goals, continuous development and improvement, and ensuring staff have the skills to deliver results.
HRM Metrics and Analytics
The document outlines an upcoming training programme on human resources management (HRM) metrics and analytics, including introducing fundamental concepts, building a business case, identifying best practices, and applying a 5-step HRM analytics process. It discusses exploring where HRM can strategically impact an organization, selecting appropriate metrics, and extracting insights from obtained data. The training will help participants evaluate their organization's use of HRM metrics and identify opportunities to strengthen analytics capabilities.
Employeeengagement wifimodel-091127145047-phpapp02
The document discusses employee engagement and provides strategies for developing and sustaining an effective employee engagement program. It defines employee engagement, identifies its key drivers as well-being, information, fairness, and involvement. It recommends conducting an employee engagement survey to assess the current state, identifying engagement levels and key areas for improvement. The document then outlines developing a strategy using the WIFI model and implementing initiatives to address the key drivers. It emphasizes the importance of leadership, communication, and making employee engagement an ongoing priority to achieve business goals.
10 Habits of Highly Successful IT Organizations
Lewis Fowler Managing Partner Amy Fowler Stadler explores ten habits that every successful IT organization has adopted. These practical habits ensure your IT organization will be ready to innovate and lead in your field.
EVP3.pdf
This document discusses establishing an evidence-based employer brand through conducting an employee value proposition (EVP) assessment. It recommends conducting an EVP assessment to identify the key drivers of attraction and retention, then using that data to inform employer brand positioning, communications planning, and branding campaigns. The goal is to prioritize efforts to maximize impact on attracting and retaining talent by aligning employer branding with what employees truly value.
Employee engagement survey
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
HRPA 2018 Conference: Metrics--Measuring HR's Business Impact
What if there was a way to prove the value of the activities that human resources professionals carry out each day? In this presentation, Ben Eubanks walks an audience of HR executives through the strategic business value of metrics, how to create a balanced HR scorecard, how to calculate ROI on HR activities, and what it takes to create an evidence-based mindset.
Performance appraisal of 5 companies done by shweta-bebarta
It is a PPT which describes briefly about Performance appraisal process of 5 companies. they are - TCS, GENERAL ELECTRIC, SAP, BIG BAZAAR and TITAN. These 5 companies, which process they have adopted for appraisal and why it is good for the company?
Job Fit_ The Key to Org Success_ The Assessment Company.pdf
Organizations hire the wrong people and fail to nurture and engage the right people because they lack the right information to make informed talent decisions. They’re missing the information that goes deeper than resumes, recommendations, referrals, and performance reviews. But, measuring talent through the lens of Job Fit can change that.
Job Fit gives organizations in-depth information that allows them to match candidates or incumbents with roles where they’re most likely to perform successfully. Predicting job success is the key here and it leads to less turnover, money saved, and increased productivity.
What’s the missing piece? It’s the power of understanding of how to apply Job Fit.
To Learn More, call 800-4342630 or visit www.theassessmentcompany.com
One Page Talent Management
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
Similar to Your Year in Review: Top 5 Workforce Metrics to Measure Success (20)
Learning Tech2019 - Performance management is broken
Learning Tech2019 - Performance management is broken
What ISO Management Systems can learn from Balanced Scorecard?
What ISO Management Systems can learn from Balanced Scorecard?
Performance Reviews & Appraisal - Information and Training by Pathway Group
Performance Reviews & Appraisal - Information and Training by Pathway Group
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...
Becoming a Best Place to Work: The Six Strategies That Every Great Employer F...
Employeeengagement wifimodel-091127145047-phpapp02
Employeeengagement wifimodel-091127145047-phpapp02
HRPA 2018 Conference: Metrics--Measuring HR's Business Impact
HRPA 2018 Conference: Metrics--Measuring HR's Business Impact
Performance appraisal of 5 companies done by shweta-bebarta
Performance appraisal of 5 companies done by shweta-bebarta
Job Fit_ The Key to Org Success_ The Assessment Company.pdf
Job Fit_ The Key to Org Success_ The Assessment Company.pdf
More from DATIS
Employee Engagement & Financial Sustainability
Erik Marsh, President and CEO of DATIS, discusses bridging the gap between employee experience and financial sustainability for health and human services organizations. He outlines workforce management priorities like recruiting, retention, and financial sustainability. Improving the employee experience through communication, recognition and feedback can boost engagement and lifetime value. Common challenges to financial sustainability include limited resources and increasing demands. The presentation provides strategies like investing in employees, optimizing operations and increasing visibility to achieve both workforce and financial goals.
2020 State of Workforce Management - First Look
Explore the latest workforce management trends and challenges for 2020 in this first look at our survey results.
2019 Year End Processing Webinar
The document provides information about DATIS's 2019 year-end processing webinar which covers holiday processing schedules, reviewing and approving W-2 and 1095-C forms, notes on various boxes on the W-2 form, delivery options for forms, and notes for 2020 including state unemployment insurance rates and changes to the W-4 form. The webinar overview discusses payrolls that should be processed by December 24th and 31st for on-time payments, W-2 and 1095-C approval deadlines, and holding year-end processing until January 7th, 2020.
Your 2020 Digital Transformation Starts Now
Erik, the President and CEO of DATIS, gave a presentation on prioritizing digital transformation. He discussed how most health and human services executives plan to invest in new technology in the next six months to improve workflows, reporting, and innovation. However, many organizations face challenges to digital transformation like budget restraints and concerns about employee adoption. Erik outlined best practices for organizations to research vendors, map out the implementation process, and ensure a successful launch through thorough testing and training.
Overcoming Labor Costing Challenges
This document discusses strategies for overcoming labor costing challenges. It identifies challenges such as having to track costs across multiple dimensions and account for labor costs down to the dollar. It then presents strategies such as using a unified data system, position control, and drill-down reporting to distribute costs accurately and maintain budget compliance. The key is having accessible data and tools to allocate labor costs effectively and maximize resources.
New e3 Mobile App Tour
The document announces a new mobile app from DATIS that is being rolled out to clients. It provides an overview of key features in the new app, including interactive company news, mobile org charts, employee self-service features, and voice-enabled timeclock functions. The webinar will provide an interactive tour of the new app's functionality.
Executive Priorities Survey Results
DATIS CEO, Erik Marsh, reveals the preliminary findings from our 2019 Executive Priorities Survey. Find out how Health and Human Services (HHS) executives are addressing their current workforce management initiatives and which strategies they’re implementing to overcome common industry challenges related to employee engagement, recruiting and retention, and the drive towards digital.
Using Tech to Enhance the Employee Experience
Discover new ways to leverage technology to enhance the employee experience throughout each stage of the employee lifecycle.
Position Control: What It Is & Why Your Organization Needs It
Find out what exactly Position Control is and how it can be used to better organize and manage your workforce.
Attract, Engage & Retain Top Talent
Discover workforce management strategies that two health and human services organizations are already using.
Using Learning Management to Improve Company Culture
This 20-min presentation will dive into:
The value of creating custom content to share organization-specific information with your employees
How to communicate your organization's unique culture through courses and trainings
Using learning management to help strengthen culture, increase engagement, and improve the onboarding process
2019 State of Workforce Management Survey Results
Preview the results of DATIS' annual State of Workforce Management survey and discover the trends and initiatives executives are focusing on in 2019.
Motivating Today's Modern Workforce
Erik Marsh is the president and CEO of DATIS, a company that provides human capital management software. He has over 25 years of experience in finance and software. The webinar discusses motivating today's modern workforce, which includes multiple generations from Traditionalists to Generation Z. Each generation values different factors for motivation such as money, work-life balance, feedback, and social rewards. The webinar recommends that companies recognize generational differences, empower employees, provide the necessary tools and recognition, and utilize talent management systems and communication platforms to engage workers.
Coffee Break Webinar - Business Intelligence
Business intelligence (BI) transforms data into actionable insights to inform strategic and tactical decisions. It provides detailed intelligence about an organization's state, unlike big data which focuses on large and complex datasets. Effective BI has three essential elements - providing relevant, reliable, and real-time information. It offers accurate, consistent, and accessible data to support smart decisions across departments like finance, HR, and the CEO's office. Implementing BI can improve efficiency, identify opportunities, and reduce costs for an organization.
Webinar: Onshift - Increase Productivity and Achieve Operational Excellence
This webinar discusses strategies for increasing productivity and achieving operational excellence through modern workforce management. It covers optimizing staffing using position-based planning, engaging employees with mobile self-service tools and schedule access, and gaining real-time insights from unified technologies to make data-driven business decisions. Specific topics include implementing an effective scheduling process, providing mobile schedule access for employees, empowering employees with self-service HR tools, and giving leaders insights to make better decisions. The webinar promotes the benefits of combining OnShift and DATIS workforce management solutions to increase visibility, boost efficiencies, and reduce excess labor costs.
Webiinar - HR Challenges and Solutions that Work
This document summarizes a webinar presented by DATIS HR Cloud on common HR challenges and solutions. The webinar discussed the top challenges of recruiting, employee engagement, and regulatory compliance based on DATIS' survey data. For recruiting, over 52% of behavioral health executives said their top challenge was providing competitive salaries and benefits. 42% of these organizations have over a 20% employee turnover rate. Maintaining engagement was also a challenge, though 75% of organizations make efforts to engage employees, only 34% have recently updated strategies. Finally, over 25% of executives struggle to keep up with laws and regulations. The webinar provided suggestions on how organizations can address these challenges through improved recruiting practices, structured onboarding,
HR Challenges and Solutions that Work
The document discusses challenges related to HR, recruiting, employee engagement, and compliance for health and human services organizations. It summarizes the key findings from a DATIS HR Cloud report on these topics. The webinar provided suggestions on how organizations can address high turnover rates, lack of competitive salaries and benefits, and low employee engagement. Recommendations included optimizing recruiting through social media, implementing onboarding programs, and certifying HR professionals to help maintain compliance with regulations. Overall, the webinar focused on automating processes, using data to improve recruiting, and adapting HR strategies for emerging technologies.
Coffee Break Webinar: Cross-Departmental Collaboration
This document summarizes a webinar about increasing cross-departmental collaboration. The webinar discusses challenges to cross-departmental communication like siloed information and lack of cross-functional teams. When departments operate on different systems with conflicting goals, it hinders collaboration. The webinar provides advice on removing barriers to communication, forming cross-functional teams, and reducing the number of internal systems used to make it easier for employees to collaborate across departments.
Coffee Break Webinar: Regulatory Compliance
This webinar discusses maintaining regulatory compliance in 2018. It begins by surveying organizations on the compliance issues they have experienced in the last 12 years, with most reporting some issues. It then defines regulatory compliance and discusses the major governing bodies, focusing on the Department of Labor and Department of Treasury. Common compliance challenges are identified, such as keeping up with changing rules and collecting employee credentials. The webinar concludes by offering best practices for compliance, including investing in HR certifications, following plan documents, and implementing workforce management software.
NonProfit Executive Insight to 2018 HR Trends
The document summarizes key findings from a survey of over 425 executives in the health and human services industry about workforce management trends in 2018. The top three priorities identified were: 1) Increasing employee engagement and satisfaction, 2) Recruiting and retaining top talent, and 3) Maintaining regulatory compliance. Many organizations struggle with high turnover, offering competitive salaries, and keeping up with changing regulations. Most executives plan to increase their investment in digital tools and strategies to help address these workforce issues.
More from DATIS (20)
Position Control: What It Is & Why Your Organization Needs It
Position Control: What It Is & Why Your Organization Needs It
Using Learning Management to Improve Company Culture
Using Learning Management to Improve Company Culture
Webinar: Onshift - Increase Productivity and Achieve Operational Excellence
Webinar: Onshift - Increase Productivity and Achieve Operational Excellence
Coffee Break Webinar: Cross-Departmental Collaboration
Coffee Break Webinar: Cross-Departmental Collaboration
Recently uploaded
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Recently uploaded (13)
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Your Year in Review: Top 5 Workforce Metrics to Measure Success
- 1. 877.386.1355 | www.datis.com | info@datis.com 401 East Jackson Street, Suite 1550 | Tampa, FL 33602 YOUR YEAR IN REVIEW: TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS
- 2. As President & CEO at DATIS, Erik's focus is on delivering value, productivity, and efficiencies for Health and Human Services organizations through a fully unified HR and Payroll platform. With over 25 years of experience in Finance and Technology, Erik combines this knowledge to help organizations better manage their workforce and achieve their mission. TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS ABOUT THE SPEAKER
- 3. • Examine the importance of looking at workforce metrics as we approach year end • Explore top metrics in 5 key areas: • Recruiting • Retention • Employee Engagement • Performance • Operational Efficiency • Discuss next steps when collecting and analyzing these metrics SESSION OVERVIEW TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS
- 4. • You can’t improve what you can’t measure • Year end is a critical time to look organizational performance and plan improvements for 2020 • Most organizations don’t adequately measure workforce management because it’s too difficult to piece together the information they need for clear insights • We need to think about metrics carefully and intentionally TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS WHY METRICS? WHY NOW?
- 5. KEY METRIC #1: RECRUITING TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS • What we’re trying to answer: • Are we able to effectively and efficiently bring in new talent to maintain and/or grow our organization to meet the demand for services? • Measures that can help: • Cost per hire • Time to fill and time to hire • Daily lost revenue
- 6. TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS KEY METRIC #2: RETENTION • What we’re trying to answer: • Are we managing our workforce in an effective way to retain our top employees? • Measures that can help: • Turnover trends • By department, location, manager, and more • Exit interviews • Termination reasons
- 7. TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS • What we’re trying to answer: • Are our employees engaged with their work and therefore doing the best job possible? • Measures that can help: • Employee engagement surveys • Pulse surveys • Frequent feedback systems KEY METRIC #3: ENGAGEMENT
- 8. TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS • What we’re trying to answer: • Are our employees meeting their productivity goals to help the organization achieve their mission? • Measures that can help: • Productivity targets • Configurable and frequent 1-1 check ins • Learning and development goals KEY METRIC #4: PRODUCTIVITY/PERFORMANCE
- 9. TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS • What we’re trying to answer: • Bringing all of the metrics together, are we allocating time, resources, and people effectively to maximize resources while controlling costs • Measures that can help: • Cost of providing programs and services • Financial efficiency • By program, department, location, cost center etc. • Budget compliance KEY METRIC #5: OPERATIONAL EFFICIENCY
- 10. LOOKING AT WORKFORCE MANAGEMENT HOLISTICALLY • These metrics are very much interrelated and interdependent • Important to break down into specific areas and measure, and then bring everything back together • Gives the data-driven insights necessary to understand the whole picture TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS
- 11. QUESTIONS? Let’s Talk! info@datis.com 877.386.1355 TOP 5 WORKFORCE METRICS FOR MEASURING SUCCESS
- 12. Thank You For Joining Us 877.386.1355 | www.datis.com | info@datis.com 401 East Jackson Street, Suite 1550 | Tampa, FL 33602