Remove 2018 Remove Metrics Remove Scaling
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How to Measure Quality of Hire to Drive Business Results

AIHR

Quality of hire is a key recruiting metric that represents the value a new hire adds to your company , specifically, how much a new hire contributes to your company’s long-term success. ISO/TS 30411:2018 defines six metrics: Quality of hire: the performance of an individual after hire compared to pre-hire expectations.

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The Optimal HR to Employee Ratio

AIHR

This metric provides a ratio that is indicative of the efficiency of HR. Say a fast-growing scale-up company has 2045 employees (1860 FTE). Larger organizations will have a lower ratio, as economies of scale through digitization and automation enables a single HR professional to serve a lot more internal customers.

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Review of Product Development Books

Mike Griffiths

October 2018. I loved the explanation on the diseconomies-of-scale for software and why it is actually cheaper in small batches – unlike physical goods. Evan Leybourn, Shane Hastie, lulu.com; July 2018. Mik Kersten,  IT Revolution Press; November 2018. Allan Kelly, Software Strategy Ltd.;

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4 Foundations of Data-Driven HR

AIHR

In the survey, we ask questions about the state of metrics and analytics within HR departments. In 2018, HR metrics & analytics was deemed the least effective area of HR (out of 23 different areas which include headache topics like change management and workforce planning). The Foundations of Data-Driven HR.

Metrics 75
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What People Analytics can learn from Dynamic Network Theory

AIHR

This single snapshot of the organization can already provide lots of insight about numerous metrics, such as the network’s density or its number of distinct clusters. Actively comparing two states of the same network brings about a whole new dimension of network metrics and parameters. McPherson, M., Smith-Lovin, L., & Cook, J.

Diversity 110
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What's the Point of Planning? The Benefits of a 5-Year Business Plan

Mind Tools Strategy

And in the radio station where we worked, large-scale change was looming. So we made a five-year plan – a fairly small-scale one, granted, but, in retrospect, it was actually a very business-minded approach. We looked for useful metrics , including the income we’d need at different points in the plan. Reference: [1] U.S.

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How to Successfully Select and Implement an HRIS | Human Resources Information System

AIHR

Functionality scoping, including the specifics of reporting and metrics of competing products. Small-scale implementations may be much more rapid. This is particularly useful for large-scale implementations since it helps as a collaboration tool between stakeholders for project implementation.