The Personnel Department (a.k.a. HR) plays a vital role in any company. Apart form the traditional HR functions; increasingly management is turning to HR for maintaining records, providing services and facilities, ensuring compliance, etc. HR is involved in a multitude of decision-making activities such as;
- Hiring (Resume & Interviews) & Downsizing;
- Resource Allocation & Reassignment of staff;
- Determining Career Development, Training Needs & Priorities,
- Performance Evaluation & Bonus Payments;
- Selecting Teams & Managers;
- Promotions & Demotions;
- Turnover Analyses/Exit Interviews, etc.
If viewed correctly, all these require some very crucial decision-making effort. In most instances, some manager or a group of managers make these decisions "as they see fit". This inevitably brings about a high degree of "subjectivity", and the associated pitfalls. Recent publications have highlighted some glaring failures in the HR industry, and the need to make better decisions. The high turnover of personnel, especially of "key" personnel is very costly indeed.
XpertUS provides a method by which HR can make good decisions and defend these decisions. Transparency and Objectivity are indelible hallmarks of the XpertUS process.
Without a doubt, XpertUS is a very powerful decision-making tool; yet to get any benefit from it requires a commitment from the User. Users need to develop faith in the XpertUS process. We expect most HR personnel to reject XpertUS at first - this is natural. It will appear as if - it is a lot of work for a small benefit. If "hiring the wrong person" or the loss of a "disenchanted employee" is a trivial matter then there is nothing we can do to help. However if you consider decision-making in the HR function to be important, then you should use XpertUS to make the best possible decisions.
Barry Smart, an HR Consultant and a Psychologist stated that hiring and then losing a professional making 100K, actually would cost a company about 300K, when you factor in, training, loss of competitive edge, etc. |
