HRM 360 2-2 Assignment

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Apr 3, 2024

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HRM 360 2-2 Module Assignment Data and Business Functions Corine M. Williams March 14, 2024 4. It is time for annual performance reviews, and some of the managers you support have asked to see the previous year’s performance evaluations. What is the best source to find this information? In this scenario, the HRIS is the best source to obtain this information. Using the data from your employees’ previous performance evaluations is important in conducting their current performance evaluations because “it can help you identify patterns and trends that reveal your employees’ strengths and areas for improvement” (Bright et al., 2024). Other information which could be obtained to conduct the annual performance review could also come from the employees’ individual personnel files. Managers could look at time and attendance records, any possible performance improvement plans issued to the employee during that specific review period, as well as any awards or special recognition issued to the employee. The manager could also look at the employee’s training file to determine if required training courses were completed on time and what additional skills the employee obtained during that performance year. 6. The general manager has decided to distribute gas cards to all eligible employees: $50 for full-time and $25 for part-time employees. What type of data would you need to find out this information? In this scenario, you would need to know how many employees full-time and how many employees are part-time. You can obtain this information in the organization’s HRIS. Data is important in this scenario to one determine how many $50 gas cards to obtain and how many $25 gas cards to obtain. Secondly, data is important in this scenario because once it is determined how many of each gas card is required, the organization will be able to determine exactly how much money will be spent on obtaining all the gas cards and can assure that amount of money is available to provide gas cards for all employees fairly. Other information to obtain may be the exact number of all the employees that drive. This information could be taken through surveys issued to each employee. In the event, some employees drive maybe a different type of gift card could be purchased, for example employees who use public transportation. The organization could decide on purchasing fare cards in the equivalent amount of money ($50 for full-time and $25 for part-time) and issue them to those who don’t drive, but instead use public transportation to commute back and forth to work. 7. The HR director is looking more carefully at the organization’s recruiting efforts and wants information on time to hire. What would be the best source to retrieve this information? “Time-to-hire is one of the key recruiting and hiring metrics” (Zojceska, 2024). This metric “measures how quickly a company can select and hire the best candidate” (Zojceska, 2024). This information can be obtained in the HRIS. This data is important as it helps HR provide leadership with a reasonable amount of time it will take to fill an open position. It helps with

knowing the right time to post a job requisition and setting up the new hire for training. Time-to- hire is also “useful for validating the efficiency of your selection process” (Zojceska, 2024). Other information important to obtain might be the total number of team members required for each specific department or position. Understanding the total number of employees necessary to complete a specific job function may also be important when obtaining time-to-hire information. This information can be obtained either from department managers or also through the HRIS. 9. The HR director is pulling together a comprehensive report on the issue of turnover. The HR director has asked you to find out which department has had the least amount of employee turnover. Where could you search to find this information? “Employee turnover refers to the number of employees who leave an organization over a certain period of time” (Culture Amp, 2023). This information can be obtained within the organization’s HRIS. Obtaining this data specifically as it adheres to specific departments within the organization can help HR and leadership focus on areas where other departments can be improved. Understanding turnover especially as it pertains to a specific department is important to know because it could alert HR and executive leadership to issues within that department surrounding compensation, poor leadership, lack of proper/effective training, and it could even worse trickle down to customers causing harm to the organization’s brand and reputation. Vice versa, knowing which department has the least amount of turnover is important as HR can possibly obtain other data by issuing satisfaction surveys to those employees and determine what specifically is going on in that department where employees want to remain. This information can be useful to begin coming up with ideas to limit or lessen the turnover in other departments within the organization. 10. The marketing manager is considering rehiring a former employee. Where would information on whether John Doe is eligible to be rehired be found? Information regarding whether an employee is eligible for rehire can be found in their personnel file in the organization’s HRIS. Also, HR can inform the marketing manager whether the employee resigned voluntarily or was laid off due to circumstances beyond their control, “such as restructuring” (Schurk, 2024) for example. An employee who was laid for circumstances beyond their control is “usually eligible for rehire” (Schurk, 2024). An employee who “left voluntarily and on favorable terms” (Schurk, 2024) also is eligible for rehire. Not having this information could lead to the possible rehiring of an employee who had work performance issues, attendance issues, or one created a toxic work environment. By bringing that employee back other employees who may have worked with the rehire might recall their behaviors or actions and could lose trust in the organization’s decision-making leading to their choosing to leave themselves- hurting the organization’s retention. On the other hand, if the former employee left on good terms, had great work performance, and is eligible for rehire, bringing them back may boost employee relations and benefit the organization. Overall, obtaining the necessary data in all the abovementioned scenarios is important as it enables the organization’s leadership to make good and sound decisions. The right decision aids in the organization’s success by meeting goals and key metrics, as well as reaching the

organization’s mission and values. By failing to obtain the proper data in the chosen scenarios, the organization could be negatively impacted in regard to employee relations, retention rates, and possibly even could suffer unforeseen financial issues.

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References Bright, A., Joy, N., Pradhan, K., & R., J. (2024, February 29). You’re conducting performance evaluations. are you using data analytics to your advantage? How Data Analytics Can Improve Your Performance Evaluations. https://www.linkedin.com/advice/0/youre- conducting-performance-evaluations-you-qozbf#:~:text=Another%20benefit%20of %20data%20analytics,gaps%2C%20or%20opportunities%20or%20challenges . Culture Amp. (2023, October 10). HR’s Complete Guide to employee retention . https://www.cultureamp.com/blog/employee-retention-turnover-guide . Schurk, N. (2024, February 1). How to rehire an employee in 2024 [+checklist] . All-in-One HR Software: Online HR, Payroll & Benefits. https://www.goco.io/blog/how-to-rehire-an- employee#:~:text=Are%20They%20Eligible%20for%20Rehire,voluntarily%20and%20on %20favorable%20terms . Zojceska, A. (2024, February 1). Recruitment metrics: Time-to-hire . TalentLyft. https://www.talentlyft.com/en/blog/article/258/recruitment-metrics-time-to-hire .

HRM 360 2-2 Assignment

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