埃森哲 Metrics for Evaluation of Recruitment Organizations.ppt

Metrics for Evaluation of Recruitment Organizations Prithvi Shergill HR Lead, Accenture India Delivery Centre The Agenda About Accenture Recruitment at Accenture The IDC Recruitment Model The extended recruitment organization The importance of recruitment metrics Getting the right metrics Using the balanced scorecard A sample detailed scorecard Metrics for the extended recruitment organization The Success of IDC Executive Hiring:- A case in point The role of sourcing partners About Accenture Consulting, Technology, Outsourcing Revenues FY04 $13.67 billion (37% outsourcing) Market Capitalization ~ $25bn Employees, clients and engagements More than 100,000 employees; 110 offices in 48 countries 4000+ clients on nearly 18,000 engagements over the past five years Investment $391mn in training (3.3% of revenues) and $250mn on RD in FY03 Intellectual Property Issued 100 patents in the last 3 years, 950 applications pending Recognition 50th best Global brand by Business Week 2004 9th in 2004 BusinessWeek InfoTech 100 List Recruitment at AccentureHigh Performance. Delivered. ! The IDC Recruitment Model The Extended Recruitment Organization Getting the right metrics How to arrive at metrics for your organization: Identify broad dimensions which we need to be best on. Incorporate business priorities Determine which metrics affect the areas identified, Assess your present situation- numerical current status Benchmark what others are doing in terms of the specific metrics you choose. Decide where we want to be on those metrics Draft and implement an action plan with built in mechanisms to track progress Relate HR results to business results: Show business an updated report (via metrics) on how HR has contributed to their success. Getting the right metrics  (contd.) Using the Balanced Scorecard Getting the right metrics  (contd.) A sample detailed scorecard Metrics for the Extended  Recruitment Organization