Start by selecting the most effective advertising medium in your job market. You wouldn't resort to a television advertisement to recruit computer programmers, for example, because TV appeals to too broad a market. Placing an ad in a programmers' magazine, or one discussing software, would be a more likely source.

Once you've found the right medium, concentrate on the ad itself, keeping these characteristics in mind:

- Design the ad so that it is distinctive in language
and appearance. Use typography and layout to make
your company and the job stand out from other ads on
the page.

- Highlight the major advantages you have to offer.
Address a prospective employee's most important
needs and concerns.

- State only the most critical job requirements. Make
half the ad deal with the job itself. Devote the
other half to selling your organization. Read More...

Unlike manual worker, the knowledge worker owns the means of production, are its knowledge, are portable, are among his two ears. It is a person who identifies with their area of expertise, not their employer. The organization is a resource, an area where they apply their knowledge. His loyalty is not obtained through the wage but by offering opportunities for their development. There can, or should, be monitored. There can, or should, be monitored.

According to Peter Drucker2 "In terms of real knowledge about the productivity of knowledge worker, we will be in 2000 about where we were in 1900 in terms of knowledge about the productivity of manual laborer."

There is much that is known today about the productivity of knowledge worker, but they know some things that work to increase it.

For a start, making the knowledge worker more productive requires a change in attitude of both the employee and the company.

Labour must take responsibility because of what it means to be a knowledge worker and because the company is responsible for creating the environment for which the contributions of knowledge worker can be generated and applied. In the next issue will analyze the responsibilities of workers to increase their productivity. Read More...

A knowledge worker is an individual who has specific knowledge, knowledge, and uses it to work. We know today by the knowledge into effective action, is a means to obtain results that are outside the individual, society, the economy.

A knowledge worker does not produce anything that is useful in itself does not provide for a physical product like a dress or a portfolio. It produces knowledge, ideas, information, products useless by themselves; someone must take them, integrating them into a task to make them productive. This assertion is that the knowledge worker needs an organization where they can integrate their knowledge into a larger whole.

They are knowledge workers both scientific researchers and surgeons, as cartoonists, managers or employees working with a computer

Read More...

How do you rate your HR Performance..? so we can tell our boss that we have a big contribution in achieving company business objective. We are as HR always be seen stay aside of the line cause we don’t have a qualitative indicator to say we contribute significantly.

Here, I give you a simple reference a number of factors that can be measured to show how HR contributes to the business. Measures such as absence rate, health cost per employee, and HR expense factor show that HR has a sense of the importance of human capital measurement in supporting business objectives.

Absence Rate

[(# days absent in month) / (Ave. # of employees during mo.) X (# of workdays)] X 100

Cost per Hire

(Advertising + Agency Fees + Employee Referrals+ Travel cost of applicants and staff + Relocation costs + Recruiter pay and benefits) / Number of Hires


Health Care Costs per Employee

Total cost of health care / Total Employees


HR expense factor

HR expense / Total operating expense


Human Capital ROI

Revenue - (Operating Expense -[Compensation cost + Benefit cost]) / (Compensation cost + Benefit cost)


Time to fill

Total days elapsed to fill requisitions / Number hired


Training Investment Factor

Total training cost / Headcount Training cost per employee.


Turnover Rate

[# of separations during mo / Ave. # of employees during mo.] x 100


Workers' Compensation Cost per Employee

Total WC cost for Year / Average number of employees


OK….Those are some of HR measurement that we can use to count how strategic HR contribution to support business objective. Compare your metrics against other organization's metric, survey data, etc. to evaluate your performance.

Metrics can show the benefit of your HR practices and it's contribution to your organization's profit.


Read More...

Have you ever found yourself in the position where you had to justify what you do? In the big picture, can you show how HR benefits the company? Can you point to specific figures and say "I helped the company save "x" amount of dollars?"

If you can't do so now, you may find that you need to at some point in the future. You will want to be ready. So, where do you start? By identifying what you do, measuring what you can, and assigning a dollar value to it.

For example, say you recently read that hiring people who fit into your company culture results in dramatically lower turnover rates and higher profitability for businesses. You want to test out this theory and find out if a change in your hiring procedures to take culture into account will have an impact on your retention rate.

Define the measure

To determine if making such a change would work, you modify your hiring process to include information about your company culture at the outset, and work some questions into candidate interviews designed to help you discover whether a candidate would be a good fit in your organization. After implementing this initiative, look at your retention rate (the flip side of turnover rate) at one year for the employees hired under this system, compared to the one-year retention rate for employees hired prior to this system, and see if there is improvement. If there is, assuming you can rule out other factors, it just might be because you hired the right people for your organizational culture.

Break it down

A higher retention rate gives you a number, but it doesn't break it down into dollars and cents. However, if you estimate that every position you fill costs 1.5 times the salary of the open position, you can multiply that number by the number of positions you didn't have to fill, to give you a quantifiable dollar amount. For example: You filled six fewer positions after the new initiative, each one at a replacement cost of $30,000. This adds up to $180,000 you saved the company in costs not incurred to replace personnel due to the new initiative. You have just justified what you do in bottom line terms.

Keep score

You can keep a "scorecard," which will show how you rate on a number of initiatives, and will identify if these initiatives are working as desired to save the company money. You can update the scorecard quarterly to keep track of your progress throughout the year. The scorecard is something you can present to your superiors that will give them a snapshot view of the value you bring to the organization. It is well worth the effort.




Read More...

Employees are ever alert for signs of competence, vision, and trustworthiness in their leaders.
When they see these positive signs, they work harder, contribute better ideas, and stay with the
company longer. When they pick up unsettling signals, their performance and loyalty deteriorate.

Because the scrutiny and interpretation are relentless, even trivial things that you say or do
have an impact. For a leader, there’s “no such thing as a casual conversation.”

You can’t totally manage the signals you send. Even if your intentions are pure and your performance flawless, the authors say, don’t be surprised when your most innocuous statements are assigned deep, sinister meaning – or are assigned very different meanings by different people.

But if you communicate consistently and clearly, especially in times of crisis, and don’t shy away from the tough issues, you’ll engender the trust and confidence that you need to succeed.

Read More...