05/11/2019

代写论文-人力资源指标

本文主要讲述的是人力资源指标,人力资源交付物应与人力资源架构保持一致。这里的问题是,人力资源系统,如奖励,工作组织,能力和其他因素应该如何构建,以提供人力资源的交付。这些数据提供了一个恰当的人力资源系统如何创建人力资源交付的详细信息。下一步是制定支持人力资源目标的战略措施。人力资源可交付成果是衡量人力资源企业绩效关系的重要指标。本篇代写论文文章由美国论文人EducationRen教育网整理,供大家参考阅读。

Hr deliverables should be aligned with HR architecture. The question here arises that how HR system, such as rewards, work organization, competencies and other factors should be structured to provide the HR deliverables. The figures provide the details that how a properly aligned HR system creates HR deliverable. The next step is to create the strategic measures that can support the HR objectives. Measures of HR deliverables are important to measure HR firm performance relationship. The correct HR performance drivers and enablers are very important to be chosen for the success. The strategy should be applied in the effective way. Some metrics have been developed by the Saratoga Institute in United States. These metrics are considered as the calculation of the bottom line value, which have human capital contribution to the organization. These metrics are:
Revenue Divide by total FTE (Full time equivalent)
Voluntary Separations divided by headcounts
Human capital value added
Human capital return on investments
Total compensation revenue percentage
Total labour cost revenue percentage
Total training cost divided by headcounts
Cost per hire
Turnover costs
In the HR cost for hiring, the cost is also included for orientation, start-up, employee efficiency, lost revenue opportunities, and internal waste caused by the workforce fluctuations.
In building the HR scoreboard, the HR professionals may choose too many metrics or the wrong metrics; such situations can be avoided by focusing on those measures that are helpful in defining the HR deliverables within an organization (Campbell, Coff & Kryscynski 2012). The deliverable are different in every organization. The metrics should be divided in two categories. First is core metrics, which do not have direct impact on organization’s strategy implementations. Second is strategic metrics, which have direct impact on the HR deliverable.
Thus, it can be said that HR scorecard have been a very important tool for the HR professionals and for achieving excellence in HR operations sustainable human-capital-based advantage (Kryscynski, & Ulrich, 2015).

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