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Human Resources Essay Example

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Human Resources

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The organization will compare the duration taken to the shortest time possible to measure the relevance. Accuracy and appropriate quantity of information provided are relevant to determining the effectiveness of the human resource. The evaluation checks the quality of the provided service. An example would be a measure of how productive the employee is and what chances there were to find a better candidate in the prescribed time.Taylor (2008) states that the costs should be outlined and measured against the returns. Productivity, time management, retention rate and pay scales are some of the things that should get considered. The costs of human resource activities should not be greater than the benefits gained by the organization. The human resource activities to retain employees should reflect higher returns than the acquisition of new employees. All factors like the benefits of a permanent employee to a contractual employee should be outlined and considered carefully. According to CIPD (2005), two fifth key measures of human resource activities succeed due to adopted strategies. The evaluation process seeks to measure contributions to a policy with evidence to show that people management affects the business and that the policies they implement are congruent with the business strategy (Matthewman and Mantignon, 2005).There are four efficient evaluation methods of the human resource activities that include benchmarking, survey-based assessment, HR auditing, and goal-based evaluation (Philips et al. Benchmarking is where the human resource activities get compared with the best human resource activities from other organizations. The organization can also set a base year and compare current results to the base year. Survey based evaluation on the other hand involves a random study of human resource activities to generate an overview of the success of their strategies. Goal-based evaluation occurs when the organization measures the performance against the set goals to determine the effectiveness of human resource activities. The other method that is HR auditing involves a summary of all quantitative and qualitative data on a range of organization measures. CIPD (2014) states that stakeholders expect human resource reports to be standardized or become compulsory internally and externally.There are critical issues surrounding human resource evaluation. Elias

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