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Tags: benefits, HR, HRIS, metrics, operations, revenue, RPE
Categories : Economics, Human Resources, Statistics
Human Resource analytics do not require an advanced degree in mathematics, economics or statistics. Any operations, HR or business management professional can become an expert in their client or companies people based metrics. Just tracking and reviewing some of these metrics is often all the evidence you need to prove or quantify what you already knew about operations, recruitment, benefits and organizational development.
Lets take a look at a simple broad metric, Revenue Per Employee (“RPE”). So compare two similar companies with similar workforces but one has double the revenue per employee. It paints a very different picture of productivity, profitability and compensation at these companies. Based on economic theory and my understanding of scalability, software and manufacturing companies would lead the pack here when it comes to RPE. This is likely due to scalability and the nature of their industry and products. The RPE laggards on the list should be food and professional services (low-tech). The implication is that these low RPE companies and industries often need twice or three times as many employees to produce the same revenue as the higher RPE companies.
A later post will delve deeper into an industry comparison of data I gathered from fast growing Oregon businesses across several industries.
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Tags: benefits, blog, business, hire, hiring, HR, law, Oregon
Categories : Human Resources
Some employers have a bulletin board that employees can post items of interest like vacation post cards, art and such. Often these are not policed and employers would only take down material if it was inflammatory or in violation of a policy. That being said, most employment attorneys would say that employers should prevent employees from posting personal items up there because once you start its hard to defend making editorial decisions of what is up there. For example if you let employee X post about their side business or school bake sale, its difficult (and maybe an unfair labor practice) to prevent an employee from posting about their own union organizing event.
The central point is that when you let employees post personal items on a bulletin board you need to be prepared to accept material you may not like. In other words be consistent and enforce the rules you establish equally.
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Tags: benefits, fun, HR, new ideas
Categories : Economics, Human Resources, Training and Development
As career directions tend to drift and wander, so shall the focus of this blog.
I’ve been working in human resources for a few years now. So this blog will be shifting towards analysis HR issues with an economic twist. The focus on bankruptcy and statistics will still be here.
Some topics I intend to discuss are the use of game theory concepts to employee relations, industrial organization and using econometrics for recruitment and strategic planing.