Today we had a lecture on Employee Resourcing and we had done a small exercise in groups . As part of the exercise , we are required to give a speech to the company CEO in 3 mins time (in the elevator) on shifting to online testing as a suitable option for recruitment and we are free to assume what ever data which might be important
Almost all the groups talked about the advantages in terms of reduced turnover ,better job-person fit , reduced hiring costs ,Employee satisfaction and all .
The final feedback from the faculty is that we missed on one very important data "NUMBERS" . Numbers is all that would be understood by the top management and that is what they are interested in and can understand . Even though we are free to assume data , none said that by shifting to new model of hiring we can save 30% or 10 lakhs in hiring costs . Instead every one resorted to the regular HR gyaan on satisfaction, bench marking etc
I heard the same feedback from industry persons who took guest lectures for us . So the bottom line is , if we want to succeed and be respected , its time to speak the business language and show the application of HR in attaining the business goals
Almost all the groups talked about the advantages in terms of reduced turnover ,better job-person fit , reduced hiring costs ,Employee satisfaction and all .
The final feedback from the faculty is that we missed on one very important data "NUMBERS" . Numbers is all that would be understood by the top management and that is what they are interested in and can understand . Even though we are free to assume data , none said that by shifting to new model of hiring we can save 30% or 10 lakhs in hiring costs . Instead every one resorted to the regular HR gyaan on satisfaction, bench marking etc
I heard the same feedback from industry persons who took guest lectures for us . So the bottom line is , if we want to succeed and be respected , its time to speak the business language and show the application of HR in attaining the business goals
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