Communicating Metrics for Change

Communicating Metrics for Change

Metrics I would use to determine the effectiveness and expenses related to the organization’s hiring practices

One of the metrics that I would use to determine the effectiveness and expenses related to the organization’s hiring practices is time to hire (Moss, 2019). This metric helps in determining the number of days between the beginning of the recruitment process and the moment a person gets hired. It mainly focuses on tracking the speed with which qualified job applicants move within the organization’s hiring process after they have applied for a job, creating room for the evaluation of the performance of the recruitment team. The second metric is the employee retention rate, which focuses on measuring the percentage of remaining employees after a specific period of time. This metric helps leaders increase the productivity of employees, reduce the costs incurred by the company in hiring, improve employee engagement, address the issues in the recruitment process, and strategize workforce procedures. Our assignment writing help is at affordable prices to students of all academic levels and academic disciplines.

How these metrics would be used

The time-to-hire metric would be used to calculate the rate of turnover by dividing the number of employees who leave the company by the average number of employees in a specific period of time and then multiplying the result by 100 to compute the percentage. The average number of employees is computed by adding the number of employees that were being employed by the company at the start of a specific period and the number of employees the company was hiring at the end of a specific period and then dividing the result by 2.

Possible data sources for these metrics

One of the possible sources of data for these metrics is job boards. This source can be used in evaluating the time to hire by tracking a job posting from the time it is posted to the time the potential candidate applies. Organizations mainly use job boards to get a better comprehension of how job advertisements are performing. The other possible source of data is the human resource information system. This source can be used to gather information on employee retention based on employee turnover rate and attrition.

The strategy I would recommend to my department to help communicate a change in the organization’s hiring practices

I would recommend incorporating the findings of human resource management practices research into business conversations with employees. The human resource manager needs to ensure that employees understand why the change is necessary and present facts to convince them (HR Magazine, 2014). For instance, the organization can present data demonstrating how current hiring practices are creating a wrong impression of the company, resulting in high employee turnover.

References

HR Magazine. (2014, 5). Your guide to HR analytics. HR Magazine. https://www.hrmagazine.co.uk/content/features/your-guide-to-hr-analytics

Moss, D. (2019, August 16). Use data and analytics for collaboration and culture. SHRM. https://www.shrm.org/hr-today/news/hr-news/conference-today/pages/2017/use-data-and-analytics-for-collaboration-and-culture.aspx

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Communicating Metrics for Change

You are an HR professional working in the HR department at Global Protech, and you have been charged with looking at the effectiveness and related expenses for the organization’s current hiring practices. You will look at several metrics and then make a presentation to the HR department with any recommended changes based on the data you found. Discuss how you would address the questions below in your presentation to the HR department.

**Discuss two metrics you would use to determine the effectiveness and expenses related to the organization’s hiring practices.
**Explain how these metrics would be used.
**Evaluate possible data sources for these metrics.
**Evaluate one strategy you would recommend to your department to help communicate a change in the organization’s hiring practices.