Measuring Recruiting Effectiveness
Abstract
Ken Hammonds’ Fast Company cover story entitled, “Why We Hate HR” which sent shockwaves through the HR world when it was published in 2005. He visits the longstanding question, why doesn 't HR get a seat at the proverbial table? He feels that HR people aren 't the sharpest tacks in the box. HR pursues efficiency in lieu of value. That HR doesn’t working for him. I believe that the world of HR has changed and does work for the people.
Human Resource has always played a part of the business world. From the biggest organization to the smallest “mom and pop” shop, finding the most effective way to hand HR can be a challenge. Changing the HR environment can be a complex undertaking because there are a variety of factors that drive and enable improved performance. It requires a number of separate initiatives that have to be identified, prioritized, and planned—and in the end, these various efforts have to come together like the pieces of a puzzle to create a coherent whole. It can be difficult for executives to get a handle on it all, but there are ways that they can organize and simplify their efforts. Evil HR Lady (2008) states,” Every employee at every level has contact with HR and sometimes with very low level HR people. Add to this that HR isn 't the highest paid profession and sometimes you get some real problems." One area to look at is how many applicants apply to HR effects generated from the company’s method of recruitment. If you want to measure the production point of view in recruitment, then you can make a relative comparison between the employee production and product knowledge and the recruitment and training team.
Human Resource in organization focused on customer satisfaction and continuous improvement. In order to effectively manage a company’s relationship with employees, Human Resource organizations must navigate increasingly complex administrative and regulatory demands. At the same time, organizations are under constant
Ken Hammonds’ Fast Company cover story entitled, “Why We Hate HR” which sent shockwaves through the HR world when it was published in 2005. He visits the longstanding question, why doesn 't HR get a seat at the proverbial table? He feels that HR people aren 't the sharpest tacks in the box. HR pursues efficiency in lieu of value. That HR doesn’t working for him. I believe that the world of HR has changed and does work for the people.
Human Resource has always played a part of the business world. From the biggest organization to the smallest “mom and pop” shop, finding the most effective way to hand HR can be a challenge. Changing the HR environment can be a complex undertaking because there are a variety of factors that drive and enable improved performance. It requires a number of separate initiatives that have to be identified, prioritized, and planned—and in the end, these various efforts have to come together like the pieces of a puzzle to create a coherent whole. It can be difficult for executives to get a handle on it all, but there are ways that they can organize and simplify their efforts. Evil HR Lady (2008) states,” Every employee at every level has contact with HR and sometimes with very low level HR people. Add to this that HR isn 't the highest paid profession and sometimes you get some real problems." One area to look at is how many applicants apply to HR effects generated from the company’s method of recruitment. If you want to measure the production point of view in recruitment, then you can make a relative comparison between the employee production and product knowledge and the recruitment and training team.
Human Resource in organization focused on customer satisfaction and continuous improvement. In order to effectively manage a company’s relationship with employees, Human Resource organizations must navigate increasingly complex administrative and regulatory demands. At the same time, organizations are under constant
References: Evil HR Lady (2008). “The Problem with HR”, (http://evilhrlady.blogspot.com/2008/10/problem-with-hr.html). Retrieved April 25, 2009. Hammond, Ken (2005). “Why We Hate HR”, (http://www.fastcompany.com/magazine/97/open_hr.html). Retrieved April 25, 2009. MarketShere, (2008). “Human Resource Operational Effectiveness”, (http://www.marketsphere.com/marketsphere2.aspx?pgID=1071). Retrieved April 25, 2009.