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How To Link Recruiting Metrics To Business Outcomes

Cornerstone On Demand

According to LinkedIn's 2017 Global Recruiting Trends Report , "quality of hire" is the top recruiting metric that hiring managers care about—and for good reason. Quality of hire is also arguably the best metric to demonstrate the effectiveness of the recruiting department and its value as a strategic business function. As you help grow a company by recruiting talented individuals, you enjoy the satisfaction of a job well done.

3 Examples of Evidence-Based HR in Action

UpstartHR

Last week I had the pleasure of presenting a workshop based on metrics, evidence-based HR, and change management. Examples of Evidence-Based HR Seeing this practice in action is the most powerful way to really “get” the value it can offer. Here are a few examples of how it works in practice. General Compensation Data Evidence-Based HR Metrics Recognition Scientific Method

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Introduction to Recruiting Metrics FAQ

Workable

Recruitment metrics help you gauge the effectiveness of your recruitment process. Here are frequently asked questions and answers about recruiting metrics to help you understand recruiting data and use it to boost your hiring: Intro to Recruiting Metrics. What are recruiting metrics? What can you learn from recruitment metrics? Which are the most important metrics to track? How can I have better visibility into recruiting metrics?

Futureproof Your Organization with These 8 Manager Effectiveness Metrics

Visier

Whether your organization is ready to adapt these new roles or wishes to coach current managers to be more effective, this updated article provides the key metrics you need to measure their success by. . Here are two distinct sets of metrics for each type of manager. 5 Manager Effectiveness Metrics for Administrative Managers. Must-have administrative manager effectiveness metric #1: Engagement score. 3 Manager Effectiveness Metrics for Mission Managers.

What Is Performance Appraisal? – Examples

EmployeeConnect

Well-conceived development plans provide thoughtful suggestions about how employees can increase their skills and earn promotions in the organisation. Metrics Metrics measure four areas of performance: work quality, work quantity, work efficiency and organisational performance. Metrics show how often deadlines are met without work quality being compromised. – Examples appeared first on EmployeeConnect.

Why Your CEO Doesn’t Care About Employee Engagement (Yet)

Achievers

It’s time to change the way we think about this HR metric, because it needs to become a leading business metric. Consider the following examples of how engagement can lead to increased value for virtually any company: Innovation. Manage those factors well, and employees will stick around and produce results. It seems that we can’t turn around today without having a conversation that touches on employee engagement.

The Reason Companies Should Calculate Cost Per Hire

HR Bartender

Personally, I’m a big fan of the cost per hire metric. Internal recruiting costs include salary and benefits for everyone involved in the recruiting process as well as recruiting software, etc. For example: If the company decides that it’s going to buy a recruiting software solution because it will save the company money, how will they know the return on their investment if they don’t calculate cost per hire? These are just a couple of examples, but you get the point.

Setting Achievable Career Goals and Objectives – Examples

EmployeeConnect

Next, you need to split your larger goals into smaller and more achievable ones so that they become relatively easy to achieve and gives you a sense of satisfaction as well when you tend to achieve them. Career Goals Examples Start your own Startup: Success may mean different to different people. These metrics are usually measured on a weekly basis, but you can measure them on a daily basis as well.

How to Develop Healthy Habits When You’re Busy All the Time

HR Bartender

For example, one of the chapters is titled, “Eat Healthy 85% of the Time”. Lastly, the book addresses metrics. If you’re looking for wellness resources, consider picking up a copy of Walter’s book. Business and Customers Consulting Well-Being and Wellness business well-being wellnessEver since I saw the headline that “ Sitting is the New Smoking ”, I’ve been trying to figure out ways to add more activity into my daily routine.

Recruitment process effectiveness metrics FAQ

Workable

Metrics help you identify strengths and weaknesses of your hiring process. What is the “Screened Candidates to Face-to-Face Interviews” metric? What is the “Face-to-Face Candidates Interviewed to Offers Extended” metric? What are talent pipeline metrics? What talent or recruiting pipeline metrics should we be tracking? Track this metric to: Evaluate how effective your recruiting methods are in attracting suitable candidates. Here’s an example: Candidates.

Common Employee Engagement Survey Questions Aligned to Engagement Drivers – Examples

EmployeeConnect

It’s a known fact that approximately 92% of companies run employee engagement surveys in one form or another and remain a critical organisational metric. Engagement Drivers and Common Engagement Survey Questions What we have attempted to put together here for you are some example engagement survey questions which are typically found in employee engagement survey questionnaires. I derive a great sense of personal satisfaction by doing my job well.

Who Wants to Be a Metric-Aire?

marenated HR

If you’ve been in HR for any amount of time, you know that people want to hear about metrics. Whether it’s a vendor telling you about their metric heavy dashboard, a VP of Talent Acquisitions spouting the metrics she watches, or a recruiting admin trying to make sense of the numbers his boss is throwing at him, metrics are a big part of the job. Are you an #HR genius but unsure about what part metrics play? Like marketing, recruiting has its own vanity metrics.

How to Write Job Responsibilities with Job Competencies Examples

EmployeeConnect

This section is considered to be vital for other talent management processes as well, since it outlines the criteria that are utilised during performance appraisals and employee development. Leads by example to achieve an objective. Acts in a way that demonstrates personal reliability and serves as an encouraging example of why others should trust the organization. The post How to Write Job Responsibilities with Job Competencies Examples appeared first on EmployeeConnect.

Overcoming Internal Communications Metrics Anxiety

Bonfyre

Despite the essential, strategic role internal communications metrics play in their profession, many communicators shudder at the thought of crunching numbers. Even communicators leveraging digital tools are still figuring out how to make internal communications metrics materialize. Consequently, these communicators will resort to measurement, well, half-measures, tracking how much content they’ve put out (i.e. Invest in systems that provide internal communications metrics.

How to measure talent pipeline metrics

Workable

Talent pipeline metrics help you measure the effectiveness of your sourcing strategies in finding and engaging those candidates. Here’s a primer on five common talent pipeline metrics and how to calculate them: Source of hire. For example, if employee referrals bring in a high percentage of hires, consider investing in a fully-fledged referral program. For example, let’s assume that you send a sourcing email to 30 candidates in a week. Candidate experience metrics.

Recruiting email metrics: how to measure your email success

Workable

Recruiting email metrics help you measure the impact of your messages. Whether it’s to find out if a referred candidate would be a good fit for your company, or to inform a past candidate about a new job, use metrics to shed light on your digital recruiting techniques. Here are four types of metrics you can use to analyze your recruitment emails : Measuring recruitment email open rate. Email open rate is a simple HR metric that measures how many recipients opened your emails.

HR State of the Union: 2017 Edition

UpstartHR

This is strategic HR communication at its best, and it could become a valuable tool to allow leaders to peer into the inner workings of the HR strategy while allowing HR leaders to share key results areas as well. I did a little digging and found a few examples of HR annual reports that organizations have created. UCF -Demonstrated specific metrics around HR performance, from increased screening measures to specific training points and diversity improvements. Common metrics?

Key HR metrics: The most important metrics you should track

Workable

HR metrics measure how effective the results of your HR operations are, including elements such as employee retention and recruiting. But, your time is limited and you probably can’t track every metric in the book. So what are the key HR metrics that should be part of your standard HR metrics dashboard ? Here’s an overview of HR metrics that matter: What are the most important HR metrics? These key HR metrics include: Cost per hire.

Making Company Culture More Than a Rah Rah Activity

HR Bartender

Having a well-defined company culture is important. In fact, my position about metrics and measurement has really evolved. And that’s true, HR does need to understand metrics, data, analytics, etc. At this year’s Great Place to Work Conference , I heard a session with Viyas Sundaram, chief revenue officer at Snagajob, who I thought did a great job of connecting culture and metrics. We talk about it a lot.

3 HR Talent Metrics You Should Start Tracking Today

Namely

Here are three metrics you can start tracking today: Quality of Hire Acquiring top talent is no simple task. The Quality of Hire metric is a quick index on a new hire’s adjustment, acclimation, and performance since joining the company. To define this metric you’ll need to establish success criteria—this could be how well a new hire fits with your culture, performs, or exhibits the required competencies, for example. The field of human resources is changing.

3 HR Metrics That Matter

Zenefits

In fact, according to Deloitte’s 2017 Global Human Capital Trends report, 71 percent of companies report that people analytics – “using digital tools and data to measure, report and understand employee performance” – is a high priority in their company. I asked human resources experts to weigh in on the HR metrics that matter most, and why. #1 Labor productivity is a critical HR metric because it encompasses several important aspects of human resources.

Alarming Statistics on Employee Engagement for 2017

Kazoo

New corporate wellness program? Gallup’s State of the Workplace 2017 report reveals some powerful ways in which highly engaged employees contribute to the financial health of their company. 10% – HIGHER Customer Metrics. It should go without saying if the person who works at your company is 100 percent proud of the brand and you give them the tools to do a good job, and they are treated well, they’re going to be happy.

4 Ways to Measure the Success of Your HR Programs

HR Bartender

But the measurement and evaluation portion of any program needs to be well thought out. For example, Level 1 – Reaction is the easiest evaluation to conduct but it also provides the least amount of data. This could make a lot of sense for a couple of reasons: The organization can decide how much or how little they want to invest in results metrics. for example, an employee suggestion program. Any time you create a program, it’s necessary to measure the results.

The problem with employee wellness programs

Workable

Employee wellness programs are morally questionable and misguided. Instead, companies should focus on less intrusive ways to encourage wellness, and let employees manage their own health. Perhaps the biggest problem with corporate wellness programs is the visceral reaction most people have to being subjected to a mild form of eugenics. What are employee wellness programs? Companies often contract with external wellness vendors to offer these initiatives.

4 Key Reporting Metrics for HR Leaders

Motus

This same line of thinking also applies to which HR reporting metrics leaders should focus on to achieve business success. According to the HR Daily Advisor, a good first step when choosing metrics for your Human Resources team is to fully understand and align with business objectives defined by other members of your executive leadership team. For example, other areas for consideration are what data should be collected and the frequency of reporting on that data.

4 Key Reporting Metrics for HR Leaders

Motus

This same line of thinking also applies to which metrics HR leaders should focus on to achieve business success and this definition of success will also vary from business to business. According to the HR Daily Advisor, a good first step when choosing metrics for your Human Resources team is to fully understand and align with business objectives defined by other members of your executive leadership team.

15 employee engagement ideas to try in 2017

Interact-Intranet

Well it may be hard to believe, but even with all the attention that report’s gotten, our situation is no less dire. The report includes a number of other troubling statistics as well, such as that 51% of employees are currently looking for new jobs. Despite being bounced around for many years, employee engagement should still be a priority for 2017. You’ll be amazed at how valued that will make them feel, as well as the effect that has on their enthusiasm and work ethic.

Keeping up With the Joneses: Corporate Style

UpstartHR

For example: We hear success stories and try to mimic what other companies do. Getting Serious about Talent Practices A few years ago, someone presented locally on HR metrics. The speaker prescribed specific metrics to everyone in the room, telling them that they needed to be capturing data because these were the “most important” measures. The truth is there is no “right” number of metrics, especially for such a diverse group.

Your Organization’s Last Differentiator: Human Capital

HR Bartender

To do all of these things well, an organization must harness the intangible qualities of people and understand the same of their customers. For example, if above average customer service is a goal, which statement would drive the behavior you desire: “It’s critical we maintain a customer satisfaction rating of 99.9 (Editor’s Note: Today’s post is brought to you by our friends at Kronos , a leading provider of workforce management and human capital management cloud solutions.

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The problem with employee wellness programs

Workable

Employee wellness programs are morally questionable and misguided. Instead, companies should focus on less intrusive ways to encourage wellness, and let employees manage their own health. Perhaps the biggest problem with corporate wellness programs is the visceral reaction most people have to being subjected to a mild form of eugenics. What are employee wellness programs? Companies often contract with external wellness vendors to offer these initiatives.

It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan

Visier

For example, employee location data and employee communications and network data can be mined for insights such as attrition risk, organizational design and effectiveness, and fraud and malfeasance detection. stage, HR is integrating and curating their workforce data from various transactional systems , as well as developing the business acumen to tell a story with the data that will lead to better and more productive business decisions.

4 Practices to Bring Your Culture of Feedback to Life

Cornerstone On Demand

So while the efficacy of a successful feedback system isn't in dispute—it can have a direct impact on HR and business metrics, including retention, new employee ramp time as well as overall business performance, profitability and share price—designing and implementing one can get tricky. For example, Gallup showed that there were fewer accidents in hospitals where the culture encouraged staff to provide feedback to leadership and be transparent.

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Developing a Talent Analytics Function: Build, Buy, or Borrow

Lighthouse

It can’t be static and based on a single snapshot in time, and that includes our discussion of talent analytics as well. These dashes contained a wide array of metrics – everything from time to fill, to phone time, to pipeline funnel metrics. While the team didn’t have a ton of experience with analytics specifically, it was clear that each person knew the team, the company, and the mission well. 2017 Glassdoor research ).

Remote Workforce NPS: The Most Important Metric You’re Missing

ConnecTeam

There are so many different metrics and acronyms, you’re forgiven if you don’t recognize this one. NPS may be the one metric you’ve never heard of that meets the speed and flexibility of the modern workforce. Take another pioneer, Rackspace, for example. Engagement remains a hot topic in 2017 because people are more mobile and have greater expectations of meaning and growth in the workplace.

6 Examples of Employers with High Diversity and Inclusion Statistics

Ongig

The 6 do well in: % of women and people of color in leadership roles. % Outside of gender equality, L’Oréal’s diversity and inclusion metrics show a +64% increase in employees with disabilities since 2014. For example: the # of nationalities represented at SAP (150+).