Human Resources Executive Education

4 weeks ago

North Richland Hills, United States StemCells.i Full time

Every company's or organization's management needs to know that they're doing everything they can to increase their profits and that they are not spending more money than needed to keep their business running at top efficiency. You do not want to keep employees that aren't pulling their weight or to have too many or too few employees. And you also do not want to be paying your employees too little or too much either. One way to ensure that the company is running or not doing this is to use Human Resources HR Metrics . HR (Human Resources) Metrics are like statistics -- they're a way of analyzing how the company or organization is running to ensure that things are being done in the best way possible when it comes to HR policies. You can check out to see whether or not people are making higher salaries or are more productive than those with lower salaries and how much more productive they are related to a certain amount of salary. If the higher paid employees are not more productive, you can take steps to change it. You may also verify whether adding more workers in a specific department might make that department more profitable. Human Resources HR Metrics can be used to look into all areas of human resources, from training to salaries to the number of workers hired, in order to ensure there is nothing more that might be done from the human resources department to improve the organization's functioning. Although it might at first seem that this kind of thing could be the most useful for large corporations, there are many non-profit enterprises that benefit from these as well. In order to obtain ideas as to which types of Human Resources HR Metrics you want to look into, there are computer programs which can do the calculations for you when you input the rlevant numbers, as well as lists on different websites of the various metrics that may be useful for different organisations and companies to explore. These can be very versatile and powerful tools for making your organization more profitable and more cost effective.

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Liberal Using Your USP When Writing Job Ads to Attract Great Employees

By Ingrid Cliff When you are looking to recruit staff, what many companies forget is in a candidate poor market you need to sell the reasons in your job ads why someone would choose to work for you. Gone are the days when you would say "Bookkeeper, Brisbane" and then list off the basic duties you expect and expect a flood of applications. These days it is a two way street - what the candidate is expected to do and what you can do for the candidate. This is where marketing and human resources come together. [READ FULL ARTICLE ] Dynamic Performance Plans Not Static Job Descriptions

By Rebecca Staton-Reinstein Performance Plans based on a strategic plan improve productivity and engagement. The typical job description is out of date before it hits paper. Learn to tie the individual to accomplishing the organization's mission and get improved results and lower turnover. [READ FULL ARTICLE ] Retain Generation Y Job-Hoppers

By Rick Weaver So you think job hopping Generation Y is limited only to you? Think again - it is a global epidemic. In Australia a new survey shows that 40 percentof employees in their 20s will change jobs this year. [READ FULL ARTICLE ] Human Resources and Recruiting During the Recession

By Byron Mackelroy Some useful advice to help your company tackle the demands of the recession. Tips on how healthy, growing companies should approach recruiting in the upside down job market and helpful points to navigate effective downsizing. [READ FULL ARTICLE ] Human Resources - Performance Management System and KPIs

By Charles Franklin Wong Human Resources is responsible for initiating the performance appraisal process for the department to assess the performance of its staff. On top of it, Human Resource is tasked to design and develop the Performance Management System. [READ FULL ARTICLE ]

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