| There are several stages in selection and staffing. | | | | the effectiveness of HR practices. Measuring is the |
| This is a continual cycle with employees finding | | | | activity of tracking, collecting data, calculating |
| positions, working a job, leaving for new | | | | statistics, and developing useful information to help |
| opportunities, and repeating the process. Throughout | | | | inform future business decisions. |
| the cycle, HR professionals play a role in several | | | | Strategic reporting analyzes results and demonstrates |
| important steps. Human resources certification, or HR | | | | strategic effectiveness by assessing data in the |
| certification, can help HR professionals navigate their | | | | context of the organization's business. We measure |
| roles in the process. | | | | because we need accurate data to make informed |
| We can break down the staffing process into steps: | | | | decisions, and we report strategically because this is |
| 1. Employee performs a job | | | | the way to quantify the contribution of the staffing |
| 2. Employee leaves the organization they work for | | | | function of HR. |
| 3. A need is identified (to replace the individual) | | | | How do we know what to measure and report on? |
| 4. The need is structured (define what the | | | | Human resources can measure many factors, |
| organization needs) | | | | depending on the organization's business needs. |
| 5. Find and identify individuals that may meet said | | | | Measure factors relevant to the organization's goals. |
| need | | | | Resignations, turnover, number of open jobs, number |
| 6. Interview those individuals | | | | of requisitions processed, and number of requisitions |
| 7. Select the right candidate | | | | filled can all be valuable reports. In addition to showing |
| 8. Onboarding process for the new employee | | | | the type of work HR does, these types of data |
| 9. Employee performs a job... (process continues) | | | | support subsequent analysis that helps human |
| An effective HR professional should be able to not | | | | resources collaborate with senior management and |
| only implement strategies to retain their organization's | | | | others in making future business decisions. |
| valuable employees, but also to manage employees | | | | Presentation is always important when you are |
| leaving and coping with a decreased work force. HR | | | | creating and presenting reports. The report should |
| certification will help those professionals to create and | | | | organize the information compiled as responses to |
| utilize reports that can measure the success (or | | | | the questions asked. It should include charts, narrative |
| failure) of their organization's selection and staffing | | | | explanations, and analyses. Creative and effective |
| program. | | | | uses of technology can help human resources |
| Two key aspects of HR that human resources | | | | prepare well-designed, user-friendly reports. Many |
| certification covers are reporting and effectiveness. | | | | HRIS systems today can automatically gather and |
| If your HR department is effective, you need to | | | | generate the information and data to incorporate into |
| display this to management so that they will want to | | | | reports. |
| have a good partnership. Reporting can show your | | | | It is clear that the HR department is critical to the |
| successes and display the fact that the HR | | | | success of a selection and staffing process. Through |
| department is an essential component of the | | | | reporting and measuring efficiency, which can be |
| company. HR certification gets into a variety of | | | | learned in an HR certification course (human |
| reports and tools that you can use. | | | | resources certification course), we can develop the |
| You will also want to differentiate between | | | | skills necessary to report on the process as well as |
| measuring and reporting. It is through measurement | | | | make critiques and improve our performance. |
| that HR can report not only the efficiency but also | | | | |