Essays on Workforce Measurement and Business Reporting Case Study

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The paper “ Workforce Measurement and Business Reporting” is an affecting variant of the case study on human resources. Organization XYZ is a business enterprise in the Information Technology sector. It has many employees working at its various departments. In this regard, human resource management is a vital component of the company. One of the human resource elements that the department finds useful is workforce measurement and business reporting. Moore points out that “ for human resource (HR) professionals to have a real impact in their organizations and be recognized as value-added business partners, they must appreciate that data collection, reporting and analysis need to become an integral function within the human resource department” (pg 42).

This document, therefore, is an exploration of the workforce and business reporting that organization XYZ undertakes while emphasizing on the following points: Workforce key performance indicators, Workforce performance reports that are generated, HR return on investment measurement required, Benchmarking undertaken, Continuous improvement that has been initiated as a result of the benchmarking data, HR measurement and reporting, Alignment of workforce reporting with organizational performance and strategic objectives, Any gaps in measurement and reporting that you have identified and recommendations for change/improvement, The value, and benefits of a comprehensive, integrated human resources measurement and reporting system. Organization XYZ emphasizes workforce performance measurements including measurement on workforce and management profiles.

On these measurements, various indicators are evaluated in relation to their contribution to the productivity of the organization. Workforce key performance indicatorsOrganization XYZ looks at several indicators in the measurements of its workforce performance against the company’ s goals and initiatives. These metrics revolve mostly around the management and engagement of the workforce.

They include Employees’ turnover, absenteeism, training, employee relations, recruitment, talent management, workforce planning, exit interviews, grievances and discipline, workforce diversity and satisfaction, occupational health and safety, and performance management (Moore, pg 42).

Works cited

Billikopf, Gregorio. Employee turnover, 2006, 9 July 2009, .

David, Parmenter, Key performance indicators. John Wiley & Sons, New York, 2007.

John, Graham. Employee Relations, The International Journal of Employee Relations, vol 31, no. 178, 1979.

Employee Relations: what is employee relations? 2009, 9th July 2009,

Forum for People Performance Management and Measurement. “The workforce model every organization should use”, Linking Employees to Organizational Performance: A Framework for Driving Success, 9 July 2009, .

Gennard, John, Judge, Graham and Chartered Institute of Personnel and Development. Employee relations, Rutledge Publishers, London, 2007.

Morrowa, Paula C., McElroyb, James C., Laczniakc Kathleen S., FentondJames B. “Using absenteeism and performance to predict employee turnover: early detection through company records”, Journal of Vocational Behavior, vol. 55, no. 3, pp. 358-374, 1999.

Phillips, Jack J. Accountability in Human Resource Management, Gulf Professional Publishing, New York, 2006

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