Hr department as profit-centres Dear friends i read a topic about bank s hr department is running as a profit centre with a entirely new approach. the concept is as following: a very clear and nearly 85 accurate forecast on the recruitment related information and other hr programmes made this thing possible. the department focuses on forecasting the attrition in the upcoming months based upon the historical data the current market scenario i.e. the type of candidates chosen by the competitors the strategy adapted by the competitors etc. the forecasting of attrition and the recruitment planning based upon the forecast saves the company s money by reducing the "benching" costs of the recruits. instead with the limited and the actually required volume of recruits would pitchin for induction which is better than benching and also productive. industry analysts estimate that this could amount to a saving of over rs 100 crore a year. dear friends please discuss your views over this topic. regards elamurugu
Staff indicator, staff forecasting & budget components in recruitment planning Can any one help with detailed information and presentation on the following topics: 1. whats your understanding about staff indicator and how do you prepare staff indicator based on any industry/functions you feel comfort? 2. what is your staff forecasting/budget components? how do you do this? how does it look like in excel? do you have any template? give a detailed example. a. to implement your budget/forecasting what will be your initiatives in the long term and short term perspectives?
employee attrition Attrition need to know about it... hi i would like to know about attrition. 1. what is attrition 2.what are the purpose of attrition and what are the problem of attrition facing by the organization. i need to know about all thing. and i need questionnaire for employee attrition
Human resource forecasting Hi friends do u have anything related to human resource forecasting. please paste on this site. :?
Attrition Hi all how to calculate attrition rate? what are the basic principles to remember before calculating attrition rate? what are the steps to follow to decrease attrition in any company?