Week 6_ Discussion 1

 

Post a total of 3 substantive responses over 2 separate days for full participation. This includes your initial post and 2 replies to other students. 

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Respond to the following in a minimum of 175 words: 

1) In your opinion, is the best metric that a company might use to evaluate the effectiveness of its efforts to fill professional positions? Why?

2) What are the one or two key concepts that you can take from this class and use at your workplace?

Reply to at least two of your classmates. Be constructive and professional in your responses.

1 response to the two questions – 175 words

2 separate responses to classmate posts – 150 words 

*** CLASSMATE POSTS ATTACHED**

Kristen Wrote:

1)     In your opinion, is the best metric that a company might use to evaluate the effectiveness of its efforts to fill professional positions? Why?

Long-term metrics, in my opinion will help a company evaluate the effectiveness of its efforts to fill professional positions. I say this because a firm should be thinking about long-term goals to achieve their organizational goals through their staffing goals. The long-term metrics will evaluate the employee job success, tenure and promotion rates (Phillips & Gully, 2015). I believe the success of an organization relies on the employees tenure and engagement within the organization. Providing employees with employee engagement and development programs helps with increasing promotion rates and having long-lasting employees.

2) What are the one or two key concepts that you can take from this class and use at your workplace?

I believe the concept related to internal versus external recruiting methods will help me be able to attract and retain quality and qualified applicants within the workplace. With internal recruiting methods, I will ensure that the employee development program will help with promoting qualified employees to help reach their professional goals and also maintain the goals for the organization. Also, realizing that external recruiting is necessary to ensure that new perspectives and ideas enter the organization appropriately for the organization to meet business goals.

Phillips, Jean M., & Gully, Stanley M. (2015). Strategic Staffing (3rd ed.). Retrieved from The University of Phoenix eBook Collection database. 

Eileen Wrote:

1) In your opinion, is the best metric that a company might use to evaluate the effectiveness of its efforts to fill professional positions? Why?

The metrics a company might use is understanding how metrics play a role in analyzing talent, what metric drives the business goals and competencies, asking the right questions and understanding the story metrics displays, build a business case to explain what the metrics are telling us are

just a few of what a company may use to fill professional positions. “Metrics essentially give us a way of qualifying the health of our organization, and, to that end, HR metrics are now different,” says Ross Sparkman, head of strategic workforce planning for Facebook in Menlo Park, Calif. “They’re measuring how the HR function is doing as a whole and also how we’re leveraging the people in the organization to maximize the performance of the company.” (Feffer, 2017)

2) What are the one or two key concepts that you can take from this class and use at your workplace?

Understanding other classmates’ scenario’s, as we all have similar and yet differences in what and how we work in Talent Acquisition. Sharing these ideas allows us to understand different perspectives and diverse ways we did not think of before. It is great to understand how others think through the processes to get to a solution. 

Reference:

Feffer, M. (2017). 9 Tips for using HR metrics strategically. Philadelphia : SHRM.

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