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Gestione delle risorse umane: Key Performance Indicator

  • Note di Apprendimento
  • Revisione degli argomenti
    Kooagile K.
    BW
    Kooagile K.

    The HR management should do in-house train staff and employe a well trained wealfare officer

    Charity D.
    PH
    Charity D.

    keeping the employee's morale is very challenging. the role of HR Manager is very crucial here on keeping the high morale of everyone for the success of the organizations goal

    PARMATI  R.
    IN
    PARMATI R.

    what is level absenteeism

    Zekkethal V.
    US
    Zekkethal V.

    These key indicates definitely can show the supervisor/organization that there is something going on with the individual and the supervisor/organization needs to be creative to address these issues through the evaluation and definitely the key performance indicators.

    Mavis Afua A.
    GH
    Mavis Afua A.

    Key Performance Indicators in Human Resource Management helps an HR Manager in an organization to ensure that employees relations are measured and checked regularly and actions taken to solve any industrial disputes from going beyond the limit. The HR manager must also evaluate the state of employees by the following; The level of absenteeism Productivity level Total number and length of industrial disputes Level of staff turnover Employee participation in decision making process The morale of employees.

    Mavis Afua A.
    GH
    Mavis Afua A.

    Key Performance Indicators, What happens when you neglect them as an HR manager?

    Atari A.
    NG
    Atari A.

    By adopting quantifiable measures to gauge performance, the HR manager can easily decipher if the organisation is meeting their employee relations goal and other strategic and operational target.

    Peter C.
    AU
    Peter C.

    There should not be an apostrophe in the term: employee relations audit.

    Zeenat R.
    IN
    Zeenat R.

    the level of absenteeism

    Dapo O.
    NG
    Dapo O.

    Obviously staff retention is a key indicator of status of employee relations and again i believe a systematic culture of inclusion and transparency will be winning tickets always.

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