supplychainstrategy A Newsletter from Harvard Business School Publishing and The MIT Center for Transportation & Logistics Article Reprint No. P0504C Metrics That Speak to the C-Suite by Loren Gary 119 For a complete list of Harvard Business School Publishing newsletters: http://newsletters.harvardbusinessonline.org For reprint and subscription information for Supply Chain Strategy: Call 800-988-0866 or 617-783-7500 http://www.supplychainstrategy.org For customized and quantity
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1. Overall Inventory Turns Annual cost of goods sold (company info) average total inventory (12) 2. Raw Materials Inventory Turns (manufacturing companies only) Annual cost of raw materials purchased (3) average raw material inventory (13) 3. Work-in-Process Inventory Turns (manufacturing companies only) (Annual cost of raw materials purchased (3) + Annual cost of conversion (4)) average work in process inventory (14) 4. Finished Goods Inventory Turns Annual cost of goods sold (company
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Analytical report: The Value of HR analytics in HR development Introduction The following report will begin by analysing the role that Human Resource (HR) analytics and Human Resource Management Systems (HRIMS) must have in order to assist HR in the shift from being an administrative and compliance based focus to becoming a much more strategically focussed and valued business resource. Towards doing this‚ we will first take a look at the purpose and benefits of HR metrics and then continue to discuss
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Recruitment and selection process HR Planning SLT regional branches inform available vacancies to the head office. Each department decides number of employees to be recruited. Inform vacancy requirements to recruitment section Plan deadlines. Create strategic plan for the recruitment. Decide recruitment type. Decide whether to recruit through direct SLT or SLT human capital solutions. If an employee is recruited by SLT‚ the HR section of SLT is responsible for all HR related activities (eg. Insurance
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........................................................... HR Metrics Standards & Glossary Published by the HR Metrics Service Version 6.4 /October 12‚ 2011 HR Metrics Standards and Glossary Introduction The following document contains a list of HR metrics‚ including formulas and descriptions. It has been arranged in a series of categories for ease of reference. The categories are as follows: • • • • • • • Compensation HR Efficiency Learning and Development Productivity Recruitment Retention
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to Marketing Metrics and Analytics Contents Why Should I Read the Definitive Guide to Marketing Metrics and Analytics? Part 1: Measurement Builds Respect and Accountability Why Now Is The Time For Marketing Metrics Part 2: Planning for Marketing ROI Step One: Establish Goals and ROI Estimates Up-Front Step Two: Design Programs to Be Measurable Step Three: Focus on the Decisions that Improve Marketing Part 3: A Framework for Measurement Where Metrics Go Wrong The Right Metrics Part 4: Revenue
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The HR Scorecard: Linking People‚ Strategy‚ and Performance by Dave Ulrich This Book Is Rapidly Becoming An Industry Best Practice Framework Providing the tools and systems required for leading a measurement managed HR architecture‚ this important book heralds the emergence of human resources as a strategic powerhouse in todays organizations. Three experts in the field outline a powerful measurement system that highlights the indisputable role HR can play as both a prime source of sustainable
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Point Presentation Metrics B Y: A M B E R L E E R YA N H R M N 3 9 5 6 3 8 0 T H E T O TA L R E WA R D S A P P R O A C H T O C O M P E N S AT I O N M A N A G E M E N T Title Page Metrics Should: Give the whole picture‚ including quantity‚ quality‚ time‚ cost and effectiveness. Focus on key areas where change is necessary. Develop a benchmark to use for evaluating progress toward goals. Set goals and establish metrics for measuring progress. If possible‚ be compared to metrics with similar measures
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Case study HRM – metrics In this paper I will mention some HRM metrics that are very important for our business (night club) I need to mention that most of our work is done by night. 1 - Absence Rate This shows how many days workers are missing. There are two aspects why this is very important. First‚ if employee is missing too many working days he can’t done job he must done. Secondly‚ this could show employees satisfaction of their work. If you like what you really like you
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August 8‚ 2007 Marketing’s New Key Metric: Engagement by Brian Haven for Marketing Leadership Professionals Making Leaders Successful Every Day For Marketing Leadership Professionals August 8‚ 2007 Marketing’s New Key Metric: Engagement Marketers Must Measure Involvement‚ Interaction‚ Intimacy‚ And Influence by Brian Haven with Josh Bernoff and Sarah Glass EXECUT I V E S U M MA RY The marketing funnel is a broken metaphor that overlooks the complexity social media introduces
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