hr metrics

In every organization, the recruiting process generates data: how long it took to fill one role, how many candidates progressed to the final hiring stage or how many comments hiring teams exchanged until they made a hire. Through tracking metrics, you can get tangible evidence of how successful your recruiting process is, rather than relying on intuition. In this guide, we put together everything you need to know to start making the most out of your recruiting data. You’ll find: A list of common recruiting metrics to track. A detailed look into five of the most important KPIs. How to collect data and track metrics consistently over time.

Based on what Resolver has learned by working with hundreds of security leaders, they’ve found there isn’t a one size fits all model for creating workflows that effectively responds to every security incident. Even within an organization, not every incident will be able to go through the same process. That’s why they’ve developed an incident workflow template for your corporate security team. This a great framework to get you thinking about the various stages that could be involved in a single incident. Download this resource to uncover: - Best practices on how to keep incident submission simple to ensure adoption across the organization - Important factors to consider for the portal and triage step of incident submission - How to include notification and task assignment to your incident workflow - A sample list of key metrics used by industry-leading security professionals - Plus! Get a free printable incident workflow template that you can use with your team

But while most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. However, a growing group of best-in-class companies says they are gaining competitive advantage through establishing metrics and practices to effectively quantify and improve the impact of their engagement initiatives on overall business performance. These are among the findings of the Harvard Business Review Analytic Services report of more than 550 executives around employee engagement—research that features in-depth interviews with 12 best-practice company leaders.

In today’s competitive market, you understand the importance of delivering outstanding customer experience while improving service desk productivity and keeping costs low. Remote support solutions enable you to meet these objectives by allowing agents to connect to remote devices and computers, pull system diagnostics and push configurations to deliver personalized hands-on support. With these solutions, you no longer have to walk novice users through detailed recovery procedures or complex settings. This white paper details how remote support solutions enable your organization to increase customer satisfaction, reduce costs by improving productivity, improve support metrics, and solve complex problems in a highly secure environment.

When building an employee engagement survey, one question outweighs all others: How can the results be made as actionable as possible? This white paper explores new approaches being leveraged by enterprises today.

Oracle has just announced a new microprocessor, and the servers and engineered system that are powered by it. The SPARC M8 processor fits in the palm of your hand, but it contains the result of years of co-engineering of hardware and software together to run enterprise applications with unprecedented speed and security. The SPARC M8 chip contains 32 of today’s most powerful cores for running Oracle Database and Java applications. Benchmarking data shows that the performance of these cores reaches twice the performance of Intel’s x86 cores. This is the result of exhaustive work on designing smart execution units and threading architecture, and on balancing metrics such as core count, memory and IO bandwidth. It also required millions of hours in testing chip design and operating system software on real workloads for database and Java. Having faster cores means increasing application capability while keeping the core count and software investment under control. In other words, a boost

Oracle has just announced a new microprocessor, and the servers and engineered system that are powered by it. The SPARC M8 processor fits in the palm of your hand, but it contains the result of years of co-engineering of hardware and software together to run enterprise applications with unprecedented speed and security. The SPARC M8 chip contains 32 of today’s most powerful cores for running Oracle Database and Java applications. Benchmarking data shows that the performance of these cores reaches twice the performance of Intel’s x86 cores. This is the result of exhaustive work on designing smart execution units and threading architecture, and on balancing metrics such as core count, memory and IO bandwidth. It also required millions of hours in testing chip design and operating system software on real workloads for database and Java. Having faster cores means increasing application capability while keeping the core count and software investment under control. In other words, a boost

Hotels and resorts with function space may well have an opportunity to boost their overall property revenue, given the escalating demand for function space and the fact that many of them have already maximized the value of their guest rooms through sophisticated revenue management capabilities. Success generally starts with a next-generation technology solution that can empower sales and catering personnel. Success also requires having in place the right organizational resources, business processes and performance metrics.

"Unlike other business disciplines (CRM, ERP, HR), cybersecurity lacks clear business metrics that help frame decision-making in language the C-suite and board easily understand. To evaluate which metrics matter most, Tenable commissioned Ponemon Institute to study the effects of cyber risk on business operations. The study, which surveyed 2,410 IT and infosec decision-makers in the US, UK, Germany, Australia, Mexico and Japan. Download the report now to: -See why organizations are vulnerable to multiple cyber attacks. Compare your own practices for measuring the business costs of cyber risk against those of peers in six countries. -Explore the seven key reasons why organizations struggle to evaluate the business impact of cyber events. -Get five tips, based on the research, that you can use today to start improving your ability to mitigate cyber risks in your own organization."

t’s stunning really, that something as basic as communication among your care team members is such a significant factor in your success as a health delivery organization. And yet, it’s proven every day in hospitals and other patient care settings throughout the nation. Every one of these either affects or reflects your ability to complete tasks effectively. At right is a list of metrics that are affected by communications among clinical staff.

Do your leaders have what it takes to generate improved performance and execution from their employees. Get your report now, compliments of SuccessFactors, and ensure that your business has the leadership capital it needs.

Attracting the best talent is a never-ending challenge. Learn five strategies for getting ahead, even in the worst business environments. Get your report now, compliments of SuccessFactors.

With today's shortage of critical talent, strategic workforce planning is one of HR's most important responsibilities. Discover the common pitfalls that trap many companies-and how to avoid them. Get your compliments report from SuccessFactors now.

These days, a company success depends on whether it hired the right people to effectively execute its strategies. Download this paper, compliments of SuccessFactors, and learn the critical questions you should ask before interviewing talent.

HR leaders hear lots of talk about "getting a seat at the table" among the leadership functions of an organization. But what does "getting a seat" really mean? Simply put, CEOs are demanding a more strategic approach in managing today's workforce needs, as well as in planning for future needs. As an HR leader, how can you take ownership of the talent strategy in your organization? It's time for you to find out. Talent can move the needle in your organization. By exploring six best practices that all HR leaders should follow, this complimentary guide shows you how to earn the respect of fellow business leaders. Download it today.

From data to intelligence in 5 simple steps. The best place, we suggest, is with expert, practical guidance. Download this informative resource.

Technology plays an integral role in enabling businesses to have access to insightful analytics. By providing metrics on core workforce facts, workforce financials, productivity and performance, talent development and succession and human capital risk, companies are able to identify those 10- 15 metrics most important to business goals. This will enable them to present the Board of Directors with a comprehensive and concise story of workforce capabilities. The best place, we suggest, is with expert, practical guidance. Download this informative resource.

What will differentiate the best HR leaders? Learn the three key trends you need to address over the next year that will unlock the potential for deeper contribution to your business.

What will differentiate the best HR leaders? Learn the three key trends you need to address over the next year that will unlock the potential for deeper contribution to your business.

The third edition of the Mobile Security and Risk Review is a must read and provides IT security leaders with timely information about the mobile threat landscape and the emerging risks facing their organizations. The report also includes a list of the most popular business apps, Apple VPP and DEP adoption metrics, top blacklisted mobile apps and information about healthcare and financial services industries.

Tracking and assessing workforce-diversity programs shouldn’t be hard work, but it should be a top priority. Because businesses benefit when they employ highly engaged workers with different backgrounds, HR leaders and hiring professionals contribute directly to a company’s success when diversity programs meet their goals. How can you create or transition to an effective tracking-and-assessment method? In this white paper you will find fifteen metrics that are a great place to start.

Tracking and assessing workforce-diversity programs shouldn’t be hard work, but it should be a top priority. Because businesses benefit when they employ highly engaged workers with different backgrounds, HR leaders and hiring professionals contribute directly to a company’s success when diversity programs meet their goals. How can you create or transition to an effective tracking-and-assessment method? In this white paper you will find fifteen metrics that are a great place to start.

In this eBook, we will: -Tell you how to get started with performance metric monitoring -Share real-life examples of application failures and how to avoid them by using 7 key metrics to find problems early on -Show you how stuff really works in "the life of a metric" and how to integrate performance metrics into automation tools throughout your application delivery chain Get the right processes and metrics in place to support continuous delivery and build a better digital experience, faster.

Operating finance and HR in silos leaves your organization with incomplete data, inconsistent metrics, and strategic uncertainty. Fortunately, you don’t have to settle for silos. Read this whitepaper to learn eight key benefits of bringing finance and HR together in one system.

Optimizing incentive compensation: aligning what you say with how you pay CSO Insights’ ICPM study* found that 69 percent of organizations use three or more metrics to build their sales compensation plans, but modeling and planning this sales strategy can quickly become too complex as a spreadsheet-driven exercise. It is crucial to get these incentive compensation structures right, because sales reps receive up to 60 percent of their income from incentive comp. In this white paper, we discuss the disconnect between sales behavior and incentive compensation structure and provide recommended steps towards optimizing your compensation plan.