5. News Flash: Recruiting Has the Highest Business Impact of any HR Function
“In my many years of working with corporations, I have come across only a handful of HR leaders who have taken the time to quantify the business impacts of recruiting (Google and Apple are the best). But if you shift industries and look at the sports and entertainment industries, you will find that it is well established that recruiting is the most impactful people management function.”
Another great ERE article explores the different HR functions and uses analytics to rank the most impactful functions to the least. The data, found in a global study by the Boston Consulting Group, concluded that recruiting has by far the most business impact of any HR function (but perhaps the title may have already tipped you off?). It goes on to look at the other highly ranked HR functions (retention, on boarding, leadership development, managing talent) that have high business impacts, but also explores the functions that have much lower impacts – some of which you might be surprised to see at the bottom of the list. All of this of course is external data, so you might decide to find a way to measure the business impacts of each HR function within your own organization after reading this article.
5. News Flash: Recruiting Has the Highest Business Impact of any HR Function
“In my many years of working with corporations, I have come across only a handful of HR leaders who have taken the time to quantify the business impacts of recruiting (Google and Apple are the best). But if you shift industries and look at the sports and entertainment industries, you will find that it is well established that recruiting is the most impactful people management function.”
Another great ERE article explores the different HR functions and uses analytics to rank the most impactful functions to the least. The data, found in a global study by the Boston Consulting Group, concluded that recruiting has by far the most business impact of any HR function (but perhaps the title may have already tipped you off?). It goes on to look at the other highly ranked HR functions (retention, on boarding, leadership development, managing talent) that have high business impacts, but also explores the functions that have much lower impacts – some of which you might be surprised to see at the bottom of the list. All of this of course is external data, so you might decide to find a way to measure the business impacts of each HR function within your own organization after reading this article.
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