Both the control and the evaluation of the results are part of the integration process in a company, which must be both effective and efficient. However, the measurement of the effectiveness of the HR integration process must be known, which consists of the Selection Quotient (CS).
As we discussed earlier, efficiency and effectiveness are two very important things in the part of the evaluation and control of the results. Efficiency deals with the degree to which something or someone is successful in completing a goal with a desired result.
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Many companies pride themselves on their efficiency, having implemented processes and systems that allow employees to maximize their tasks in the shortest time possible. In the office, efficient workers are those who can accurately complete their tasks in a timely manner. However, an effective company or employee is something else entirely.
Effectiveness means: how good am I at problem solving? Once I solve the problem, I can work on it and see how efficient I can become. But first I need to have a new idea on how I will solve this new problem.
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Now, to know if you have the efficiency and effectiveness necessary to carry out a process of integrating people in a company, it is feedback or feedback. This will allow us to know if it should be necessary to make an intervention in order to correct any relevance and adjust the operation of said process and that each time it improves more and more.
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In this article you will find:
Costs for the proper analysis of the integration process
In order to measure the efficiency and effectiveness of an integration process, it is absolutely important to consider some costs to make a correct analysis. These are:
- Personnel costs- A company's personnel or operating costs are expenses associated with maintaining and running a business on a day-to-day basis. The total operating cost of a business includes cost of goods sold, operating expenses, and overhead.
- Operating costs: operating costs form the remuneration that the company makes to its workers. These go beyond what would be the salary, are added both fixed and variable remuneration, mandatory contributions, insurance, etc.
- Additional costs: this includes other costs such as office supplies, furniture, facilities, electronic equipment, among others.
Selection quotient for measuring the effectiveness of the Human Resources integration process
The CS for measuring the effectiveness of the Human Resources integration process can be defined as the number of candidates hired in a company over the total number of candidates to be evaluated or evaluated.
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CS = Number of candidates hired / Total number of candidates x 100
This proportion also se known as the ratio between applications and hires / ratio between applicants and hires.
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The selection quotient provides valuable information as a value of the different tools that are available to evaluate. It can be used to approximate the usefulness of an integration and recruitment system.
The value of the pick ratio must be between 0 and 1, where 0 indicates a low pick ratio and 1 indicates a high pick ratio. It is assumed that the lower the ratio, the better the selection decision would be, since the selector can be more selective in their hiring.
When it comes to selection ratios, an ideal situation is that you have a large number of candidates for a position (large denominator) and you only need to hire some of them (small numerator). This is exactly the situation that today's talent market has created.
A Low selection coefficient also means that organizations can be more demanding and they can afford to increase the minimum requirements, choosing only the best applicants.
