Analytical report: The Value of HR analytics in HR development Introduction The following report will begin by analysing the role that Human Resource (HR) analytics and Human Resource Management Systems (HRIMS) must have in order to assist HR in the shift from being an administrative and compliance based focus to becoming a much more strategically focussed and valued business resource. Towards doing this‚ we will first take a look at the purpose and benefits of HR metrics and then continue to discuss
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questionnaires on employee motivation 1. What is the ’primary aim’ of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company’s principles‚ priorities and mission. 2. What obstacles stop employees performing to best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that
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EMPLOYERS SHOULD HIRE MORE YOUNG WORKERS IN THEIR COMPANY. The process of recruiting employees into a company is vital as these human resources are viewed to be a strategic investment. The success of companies largely depends on its human resource. Of late‚ higher learning institutions are churning out an unending supply of fresh graduates that add to the competition in the job market. Yet‚ the question arises whether the employer should hire these younger workers or to select from the more senior
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impact on planning of HR department. Considering the Pride Group we have come out with some of these impactful factors. Government Regulations: Government laws and regulations have always played an important role in HR planning of Pride Group. These types of regulations influence every process of the HR department‚ including hiring‚ training‚ compensation‚ termination‚ and much more. As for example‚ children are not allowed to work in garments according to the existing laws‚ so HR management of Pride
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........................................................... HR Metrics Standards & Glossary Published by the HR Metrics Service Version 6.4 /October 12‚ 2011 HR Metrics Standards and Glossary Introduction The following document contains a list of HR metrics‚ including formulas and descriptions. It has been arranged in a series of categories for ease of reference. The categories are as follows: • • • • • • • Compensation HR Efficiency Learning and Development Productivity Recruitment Retention
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Rohan Pradeep Pandit Financial Management – Project Report 12/2/2012 1 Infosys Table of Contents INTRODUCTION ............................................................................................................................ 2 Company Profile ....................................................................................................................... 2 Industry Overview................................................................................................
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rationalization and differentiation‚ and cultural diversity.’ (Bratton & Gold‚ 2012) What challenges do these factors present for international HR directors when designing core HR functions such compensation‚ training‚ recruitment and selection? Do these challenges suggests that managing International HR is inherently more difficult that managing HR in a large domestic firm? Global companies have a demand to be culturally diverse‚ rationalised and differentiated due to their characteristics
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to reduce the number of jobs that require little skill and to increase the number of jobs that require considerable skill * Knowledge-based training has become so impt. Influence of technology in HRM * Human resources information system (HRIS) * Lowering administrative cost‚ increasing productivity‚ speeding up response time and improving decision-making and service to managers & employees. * Most frequent uses include payroll processing‚ maintaining employees’ records and administering
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providers with operations in India and Sri Lanka. Bharti Airtel since its inception has been at the forefront of technology and has pioneered several innovations in the telecom sector. • • The largest wireless service provider in the country‚ based on the number of customers Offers an integrated suite of telecom solutions to our enterprise customers‚ in addition to as of September 30‚ 2009. providing long distance connectivity both nationally and internationally. We also offer DTH and IPTV Services. • The
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the smaller the current ratio can be without cause for concern. For most companies‚ 1.5 is an acceptable current ratio. A ratio under 1 suggests that the company would be unable to pay off its obligations if they came due at that point. As the number approaches or falls below 1 (which means the company has a negative working capital)‚ investors and stakeholders need to take a close look at the business and make sure there are no liquidity issues. Companies that have ratios around or below 1 should
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