Part 1 complete discussion
Part 1 complete discussion
Business Process Re-Engineering (BPR) is a valuable tool to help organizations assess the probability of process change. Explain why BPR may be an important concept for HRM professionals who are introducing new technology. Discuss how you would apply the BPR process to an HRM office with only an employee database and no other automated HRM functions
Part 2 reply to discussion
Professor/class,
BPR also known as business process re-engineering is a strategy that helps to manage the objectives and goals of the business, the working of the business etcetera. It focuses on the redesigning of the process of the business. It chiefly targets planning and dissecting the cycle of the business. It is a data innovation-based methodology used to acquire the important changes in the work interaction of any and each association. It for the most part focuses on the improvement of the nature of the great and the decrease in the expense of the great HRM is completely related to the employees or the working individuals. With the help of information technology, today the individual can sit anywhere and work. The human resource sector is more focused on the implementation of BPR so that it can fulfill the requirements that are necessary to compete with other corporations. For long-term strategic vision and mission, the implementation of BPR has become a main requirement. Moreover, it helps individuals avoid unnecessary difficulties at the workplace so that they can focus on the main areas and activities.
Part 3
Reply to discussion
Professor/class,
Some examples include outsourcing HR functions like recruitment, payroll processing, and worker compensation claims. Outsourcing helps because it lets employees concentrate on the main goals of the business, and it can also improve their performance and growth. Outsourcing HR costs less while still giving you access to top industry experts, which is one of the primary reasons to outsource HR. This is partly because the service provider tends to have lower overheads than your business. That lets them offer you lower rates. It requires money to automate administrative processes. Through human resources outsourcing, you alleviate your business of this burden. Moreover, you’ll benefit from their economies of scale and specialized knowledge.. Outsourcing HR is a smart way to maximize your talent pool, allowing you to benefit from the best minds in the business, and retain top talent. Also, if you have no experience with HR, it is also worth considering what you can learn from your outsourcing HR provider. They likely have years of experience in the industry, allowing them to impart precious knowledge that’s difficult to acquire elsewhere. This can help avoid mistakes that rookies would otherwise make, saving time and money. Thoughts??
Part 4
file:///C:/Users/Student/Downloads/KimWangBoon2021%20(2).pdf
Read the PDF Full article in the DeVry Library:??Sixty years of research on technology and human resource management: Looking back and looking forward Links to an external site..
After reading the article, address the following:
• Explain how researchers understand and examine technology.
• Describe at least one challenge an organization may experience when implementing new technologies.
• Describe a strategy you might employ to get HR professionals to accept new HR technologies. The paper should be 5-7 pages in length and must have an APA-formatted title page and reference page. The first source used for this assignment should be the assigned article. Four additional sources should be scholarly and obtained from academic journals located in the university library.
Kim, S., Wang, Y., & Boon, C. (2021). Sixty years of research on technology and human resource management: Looking back and looking forward. Human Resource Management, 60(1), 229– 247. https://doi-org.devry.idm.oclc.org/10.1002/hrm.220…
Part 5 complete discussion
HR metrics and workforce analytics are often used interchangeably but differ. Discuss the difference between HR metrics and workforce analytics. Further, explain why HR metrics and workforce analytics information may not generate value for an organization.
Part 6 reply to discussion
Professor/class,
HR metrics and workforce analytics are related but distinct concepts. HR metrics refer to the quantifiable measures used to track and assess the performance and effectiveness of an organization’s human resources function. They are typically focused on measuring inputs, such as the number of employees, turnover rates, training hours, and recruitment costs. HR metrics provide a snapshot of the current state of the HR function and can be used to identify areas for improvement. Also, workforce analytics involves the use of data analytics techniques to analyze and interpret large volumes of HR data to gain insights and make informed decisions about the workforce. Workforce analytics is focused on measuring and evaluating the impact of HR strategies and initiatives on organizational performance. It helps organizations to identify trends, patterns, and correlations in HR data and to make data-driven decisions about workforce planning, talent management, and HR effectiveness. The main difference between HR metrics and workforce analytics is the level of analysis and the types of data they focus on. HR metrics are concerned with measuring the inputs and outputs of the HR function, while workforce analytics is focused on analyzing the impact of HR strategies and initiatives on organizational performance. HR metrics and workforce analytics information may not generate value for an organization if they are not used to inform decision-making and drive organizational performance. HR metrics alone may not provide a complete picture of the HR function’s impact on the organization, and workforce analytics may not be feasible or appropriate without a foundation of HR metrics.
Part 7 reply to discussion
HR metrics and workforce analytics are related but distinct concepts. HR metrics refer to the quantifiable measures used to track and assess the performance and effectiveness of an organization’s human resources function. They are typically focused on measuring inputs, such as the number of employees, turnover rates, training hours, and recruitment costs. HR metrics provide a snapshot of the current state of the HR function and can be used to identify areas for improvement.
On the other hand, workforce analytics involves the use of data analytics techniques to analyze and interpret large volumes of HR data to gain insights and make informed decisions about the workforce. Workforce analytics is focused on measuring and evaluating the impact of HR strategies and initiatives on organizational performance. It helps organizations to identify trends, patterns, and correlations in HR data and to make data-driven decisions about workforce planning, talent management, and HR effectiveness.
The main difference between HR metrics and workforce analytics is the level of analysis and the types of data they focus on. HR metrics are concerned with measuring inputs and outputs of the HR function, while workforce analytics is focused on analyzing the impact of HR strategies and initiatives on organizational performance.
Part 8
Instructions
In this exercise, you will research Human Resource metrics and measurements and consider the appropriate types of metrics and measurements that should be used by an HR department in a mid-sized company of approximately 1000-3000 employees. Examples of HR metrics are Compa-ratio, Market Index, Turnover Rates (Voluntary and Involuntary), Time to Hire, Revenue per employee, Total Compensation to Revenue, Revenue per employee, etc.
Assignment Description
For your paper, you will write a five-page report on the appropriate types of Human Resource Metrics that a typical mid-sized company would need to analyze and regularly report to Senior Management. The paper should explain how the data will be obtained (i.e., what source will you draw the data from), how the data will be analyzed, and how the data will be regularly reported to Senior Management.
Further, you will discuss the various public or private sources of benchmark Human Resource Metrics data. Report what you found from your research on sources of benchmark Human Resource Metrics and discuss which sources you would recommend for a mid-sized company.
To be considered complete, the following information must be included in your paper. Use the headings provided below your paper. Include sub-headings where appropriate to demonstrate a shift in thought.
Introduction:?The introduction provides a brief historical overview, the reasoning for recommendations, and previews the report’s major points.
A General Discussion on HR Metrics:?This section should include a discussion about the main types and categories of Human Resource Metrics; what each metrics measure; their importance in analyzing the effectiveness of a company’s human capital expenditures; the importance of using quantification in measuring the effectiveness of a company’s human resources.
Suggested Metrics for a Mid-Sized Company:?This section should include a discussion about which metrics are important for a mid-sized company detailing the reasons why they are important. Also discuss which metrics are must-haves for mid-sized companies, and which metrics are wanted.
Collecting Comparative Data on Human Resource Metrics:?This section should include a discussion on the various public or private sources of benchmark Human Resource Metrics data; a report on what you found from the research on sources of benchmark Human Resource Metrics, and then an explanation about which sources you would recommend for a mid-sized company. Important! Do NOT simply cut and paste information from websites or copy information directly.
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