Hi All
I need to prepare presentation regarding “Job description” & “key performance indicators” for the HR manager in a mid sized company. This is very urgent. Please help me and suggest your valuable comments/suggestions.
This is very urgent. I hope I will get a good response.
Suma
From India, Bangalore
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I need to prepare presentation regarding “Job description” & “key performance indicators” for the HR manager in a mid sized company. This is very urgent. Please help me and suggest your valuable comments/suggestions.
This is very urgent. I hope I will get a good response.
Suma
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Suma,
Greetings!
Enclosed is a PPT on Job Description. I hope it will be useful for your presentation. Meanwhile, you can visit:
1. mhsqic.org
2. http://www.thequorumgroup.com/survey...00/tsld007.htm
Regards,
John N
From India, Madras
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59Greetings!
Enclosed is a PPT on Job Description. I hope it will be useful for your presentation. Meanwhile, you can visit:
1. mhsqic.org
2. http://www.thequorumgroup.com/survey...00/tsld007.htm
Regards,
John N
From India, Madras
Acknowledge(0)Amend(0)
Hi
Thanks for your help. The link really helped for a good presentation. I need one more help.
I want a report “Cost of staff turnover” - details are
Definition of staff turnover
Why it is good to have staff turnover in a company
What the ideal typical staff turnover rate (as a % range) in a company should be (company around 750 employees)
Clearly describe under separate headings the various areas where costs are incurred as a result of staff turnover. The areas are to cover both direct costs and indirect costs.
Direct costs are e.g.
recruitment costs for replacements,
training, etc. etc
Indirect costs are e.g.
Initial low productivity because of learning curve for new staff,
stress on other members for taking up the slack,
morale issues and impact on productivity etc etc
and also has to Show a $ figure could be calculated reflecting the true cost of staff turnover in a company, including direct and indirect components
Please help me in preparing a document. I also searching from different sources. If your inputs are also included it would be great help.
Thanks
Suma
From India, Bangalore
Acknowledge(0)Amend(0)
Thanks for your help. The link really helped for a good presentation. I need one more help.
I want a report “Cost of staff turnover” - details are
Definition of staff turnover
Why it is good to have staff turnover in a company
What the ideal typical staff turnover rate (as a % range) in a company should be (company around 750 employees)
Clearly describe under separate headings the various areas where costs are incurred as a result of staff turnover. The areas are to cover both direct costs and indirect costs.
Direct costs are e.g.
recruitment costs for replacements,
training, etc. etc
Indirect costs are e.g.
Initial low productivity because of learning curve for new staff,
stress on other members for taking up the slack,
morale issues and impact on productivity etc etc
and also has to Show a $ figure could be calculated reflecting the true cost of staff turnover in a company, including direct and indirect components
Please help me in preparing a document. I also searching from different sources. If your inputs are also included it would be great help.
Thanks
Suma
From India, Bangalore
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Dear Suma,
Greetings!
Turnover, in a human resources context, refers to the characteristic of a given company or industry relative to the rate at which an employer gains and loses staff. If an employer is said to have a high turnover, it most often means that employees of that company have a shorter tenure than those of other companies in that same industry. Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively high turnover.
Cost of Employee Turnover:
When accounting for the costs (both real costs, such as the time taken to select and recruit a replacement, and also opportunity costs, such as lost productivity), the cost of employee turnover for for-profit organizations has been estimated to be up to 150% of the employees' remuneration package.
For more information, please visit http://isquare.com [i]<link updated to site home></i> [i]<link no longer exists - removed></i].
Rgds,
John N
From India, Madras
Acknowledge(0)Amend(0)
Greetings!
Turnover, in a human resources context, refers to the characteristic of a given company or industry relative to the rate at which an employer gains and loses staff. If an employer is said to have a high turnover, it most often means that employees of that company have a shorter tenure than those of other companies in that same industry. Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively high turnover.
Cost of Employee Turnover:
When accounting for the costs (both real costs, such as the time taken to select and recruit a replacement, and also opportunity costs, such as lost productivity), the cost of employee turnover for for-profit organizations has been estimated to be up to 150% of the employees' remuneration package.
For more information, please visit http://isquare.com [i]<link updated to site home></i> [i]<link no longer exists - removed></i].
Rgds,
John N
From India, Madras
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EMPLOYEE TURNOVER.pdf
EMPLOYEE TURNOVER CALCULATOR.xls