HR ASSIGNMENT

(CASE STUDIES)

Submitted by: Noman Khelgi

Submitted to: Sir Awais Nawaz
Dated: July 8, 2018
Improving Productivity through HRIS
Tracking Applicant Metrics for Improved Talent Management

 First, the employer (and vendor) decides how to measure the performance
of new hires. For example, with Authoria’s system, hiring managers input
their evaluations of each new hire at the end of the employees first 90 days,
using a1 5 scale
 Second, the applicant tracking system then enables the employer to track
the recruitment sources that correlate with superior hires. It may show, for
instance, that new employees hired through employee referrals stay longer
and work better than those from newspaper ads do. Most applicant tracking
systems enable hiring managers to track such hiring metrics on desktop
dashboards.

HR AS A PROFIT CENTER
Using Workforce/Talent Analytics

Talent analytics can produce striking profitability results. For example, Best Buy
used talent analytics to determine that a 0.1% increase in employee engagement
led to a more than $100,000 rise in a Best Buy store annual operating income.35
Employers are using talent analytics to answer six types of talent management
questions.
Human capital facts.
For example, what are the key indicators of my organizations overall health?
JetBlue found that a key measure of employee engagement correlated with
financial performance.
Analytical HR.
For example, which units, departments, or individuals need attention? Lockheed
Martin collects performance data in order to identify areas needing improvement.
Human capital investment analysis.
For example, which actions have the greatest impact on my business? By
monitoring employee satisfaction levels, Cisco was able to improve its employee
retention rate from 65% to 85%, saving the company nearly $50 million in
recruitment, selection, and training costs.
Workforce forecasts.
For example, how do I know when to staff up or cut back? Dow Chemical uses a
computerized model that predicts future required headcount for each business unit
based on predictions for things like industry trends.
Talent value model.
For example, why do employees choose to stay with or leave my company? For
example, Google was able to anticipate when an employee felt underutilized and
was preparing to quit, thus reducing turnover costs.
Talent supply chain.
For example, how should my workforce needs adapt to changes in the business
environment? Thus, retail companies can use special analytical models to predict
store volumes and release hourly employees early.

HR AS A PROFIT CENTER
Boosting Productivity through Work Redesign
 American Atlantics workflow analysis prompted several productivity-
boosting changes.
 The firm reduced from four to one the number of people opening mail,
replacing three people with a machine that does it automatically.
 A new date stamping machine lets staff stamp 20 pages at a time rather than
1.
 A new software program adds bar codes to each claim automatically, rather
than manually.
 Thus, the firm used workflow analysis to view the processes big picture to
automate work, redesign jobs, boost labour productivity, and redeploy
claims processing employees