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).
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