Evaluating Reliability and validity of selection models
Selection a best suitable candidate for a job is an essential function of HR department. And, the effective selection is depending to a large degree …
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Selection a best suitable candidate for a job is an essential function of HR department. And, the effective selection is depending to a large degree …
Bias in recruitment forms prejudice and discriminatory hiring decisions against one person or a group of people. Candidates suffer in the hiring process and miss …
HR Demand forecasting must consider several factors-both external as well as internal. Among the external factors are competition (foreign and domestic), economic climate, laws and …
Recruitment analytics is the discovery and interpretation of meaningful patterns for sourcing, selecting, and hiring. This means that data is used to find and explain …
Employee turnover refers to the percentage of workers who leave an organization and are replaced by new employees. It is very costly for organizations, where …
HR analytics is the process of collecting and analyzing Human Resource (HR) data in order to improve an organization’s workforce performance. The process can also …
Recruiting. Recruiting data gathered from the Applicant Tracking System (ATS) is the first common data source in the HRIS. This includes the number of candidates …
HR metrics are measurements used to determine the effectiveness and efficiency of HR policies. Metrics help compare different data points. For example, if turnover was …
The analytical style of thinking is step-wise and logical. It usually attempts to break a problem or issue into its constituent parts both to understand …
The Workforce Scorecard is a component of a larger company-wide scorecard that facilitates the measurement and communication of human resources objectives and performance across the …