HR MIT : Mit's Human Resource Insights

25 HR KPIs Every HR Dashboard Should Include A practical guide to measuring workforce performance, understanding HR trends and making better management decisions Why HR Dashboards Need More Than Numbers I have often seen HR reports that contain plenty of information but offer very little explanation. The report may show headcount, recruitment figures, absenteeism, training hours and employee turnover. All the numbers may be correct, yet management is still left with the same question: what should we do with this information? This is where an HR dashboard should make a difference. Human Resource Management has moved beyond maintaining employee records and preparing periodic reports. Management increasingly expects HR to identify workforce risks, explain operational problems and support decisions about recruitment, productivity, employee retention and future manpower requirements. For example, reporting that employee turnover is 12% provides a starting point. Comparing it with the previo...

Why leadership continuity, institutional knowledge and employee development matter for the long term success of cooperatives Leadership Is About More Than Holding a Position A cooperative institution is expected to serve its members beyond the tenure of any individual employee or leader. Its strength depends not only on the systems it creates but also on the people who understand those systems, maintain relationships and carry its responsibilities forward. This is why succession planning deserves greater attention in cooperative institutions. Consider a dairy cooperative that has spent decades building its milk procurement network. Its experienced managers understand the relationship between milk producers, village level societies, transporters, chilling centres and processing plants. They know how seasonal changes affect milk availability, where operational difficulties usually arise and which decisions require coordination across departments. Much of this knowledge develops through e...

How to ask better questions, assess candidates fairly and make more informed hiring decisions A Good Interview Is About What You Discover, Not How Many Questions You Ask Interviewing candidates looks easy until you have to make the hiring decision. One candidate arrives with an impressive resume, speaks confidently and answers every question smoothly. Another appears nervous during the first few minutes but has excellent technical knowledge and the right attitude for the job. Both may have something valuable to offer, but how do you determine who is better suited to the position? This is where the skill of the interviewer matters. An effective HR recruiter does not simply read questions from a prepared list. The recruiter tries to understand the person behind the resume, including their experience, motivation, judgement, expectations and suitability for the role. I have always considered the purpose of an interview to be more important than the number of questions asked. A well chosen ...

How to Build Credibility as an HR Generalist with Employees and Management There is an old saying in Human Resources: people may respect your designation but they trust your character. Most HR careers begin the same way. Recruitment. Payroll. Compliance. Attendance. A piece of HR software that never quite does what you need. These are necessary skills and they keep the machine running. But a few years in, every HR professional learns something no textbook mentioned. The most successful people in this field are not the ones who know the most labour law or write the cleanest report. They are the ones employees trust and management actually listens to. Think about your own workplace for a moment. When someone is going through a personal crisis, who do they walk up to? When a department head is about to dismiss someone and wants a gut check first, whose opinion do they want? When leadership sits down to discuss organizational change, who is in the room? It is rarely the job title that gets...