Lack of measurement in return on investment could be damaging the reputation of HR within business, research reveals.


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According to the Global Assessment Trends Report talent management firm SHL, less than half (48%) of HR staff in EMEA collect metrics to show the value of their HR investments in general.

Over 80% of companies believe applicant reactions to the hiring methods are important in their recruiting efforts. But despite this expressed importance of promoting a positive candidate experience, only 31% of EMEA respondents indicated they monitor applicant reactions. EMEA leads the way in online assessment, with 85% allowing online completion in 2011, primarily for reasons of candidate convenience. Although mobile testing has not caught on (even though smartphones and mobiles are increasingly more popular).

Only 7% of HR professionals indicated their HR information systems are accessible via smartphone/mobile device and only 9% HR professionals indicated that candidates are asking to take tests via smartphone/mobile. Interestingly, EMEA is ahead of the Americas and Australia/New Zealand in this space.

More than 460 HR professionals from around the world (including 53% from EMEA) were surveyed with a view to shedding light on talent management trends and their effects on organisations' 'people intelligence' programmes.

Participants were asked to respond to various current topics such as employee retention, treatment of candidates, use of social media in the hiring process and more. Results indicate, not surprisingly, that performance management remains a top priority for HR professionals as the economy continues its recovery, while succession planning rose even higher on the list (up from the sixth spot in 2010 to second in 2011), indicating an increased focus on key leadership roles due in part to millions of retiring baby boomers. Other key findings from the report indicate:

"As the world economies continue along a path of recovery, employers are showing even more focus on the dual priority of retaining their top talent while also finding the best new hires among the ever-large global candidate pool," said David Leigh, CEO of SHL. "Corporations have also realised that improving their 'People Intelligence' will help them create a stronger workforce, which will ultimately drive better business results and boost the bottom line."

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