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The work environments continue to go virtual, where the scale, scope, semantics, rights and privileges introduce a different dialect to the established HR language.
The Workplace Planning function is perhaps the most evolved one and with the interplay of scenario – strategic planning has gained respect from business.
Other HR functions need to catch up and move from the standard reactive reporting models to proactive reporting, predictive analysis and create benchmarks.
Majority of HR Professionals even today are uncomfortable with data and even if data is available they really are at a loss of what to do with it.
While HR metrics are captured and published in most organizations, the focus traditionally is on ‘met’ or ‘not met’ and the variance from target.
This isolated view prohibits the HR professional from venturing into this aspect deeper, connecting the dots and assessing the ultimately the ‘value’ to the business.