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HR Club discusses ‘HR Metrics for Maximum Impact’

Monday April 02, 2018

In cooperation with the Human Resources Department of the Government of Ras Al Khaimah, the Federal Authority for Government Human Resources (FAHR) recently held the third Human Resources Club Forum in 2018 titled:’’HR Metrics for Maximum Impact”.

The event was attended by HE Dr. Mohammed Abdul Latif Khalifa Al Shehhi, Director General of Human Resources Department of the Government of Ras Al Khaimah, Munther Bin Shaker Al Zaabi, Director General of Ras Al Khaimah Municipality, HE Laila Al Suwaidi, Executive Director of Programs & HR Planning Sector, HE Aisha Al Suwaidi, Executive Director of HR Policies Sector, HE Ibrahim Fikri, Executive Director of Support Services Sector, and dozens of HR Club members and associates.

The Authority held the HR Forum in Ras Al Khaimah as the first forum to be held outside the Federal Government, in accordance with the recommendations of the UAE Government Meetings held last September in Abu Dhabi, to expand the activities of the HR Club to cover all emirates of the State; for the benefit of HR specialists, those interested in the field and the general public.

The Forum hosted Bill Robinson, an international speaker and senior facilitator at PwC’s Academy, who highlighted how to make the most of HR metrics and indicators, and the importance of analysing these indicators to create a positive and attractive working environment.

Robson emphasized the importance of collecting, analysing and measuring HR metrics in an organization to help in achieving its vision and strategic objectives, as well as meeting the needs and aspirations of both employees and customers. He argued that the success achieved by countri4s such as the USA and the UK can be mainly attributed to th4 importance given to data, information, and statistics in dealing with human resource issues in government institutions.

Robson emphasized the importance of collecting, analysing and measuring indicators and metrics for the organization's human resources to benefit from the development of the corporate environment, achieving its vision and strategic objectives, and meeting the needs and aspirations of both employees and clients. Such as the United States of America and the United Kingdom, are interested in data, information, statistics and indicators on the work of human resources in government institutions.

He pointed out that the analysis of human resources data and metrics is very important in enhancing the government work system, explaining that analysing the employee leaves, for example, would contribute to the development of solutions and taking the necessary precautions to limit such leaves within reasonable rates.

He said: “The role of HR departments in any organization is not limited to implementation of normal human resources procedures but should extend to cover more strategic tasks and responsibilities to ensure compatibility with the organization’s vision, mission and goals.

"The data are divided into two main types: qualitative and quantitative. The first type is in the form of questions that generate data which are descriptive as opposed to numeric, and usually examines patterns and trends in general. They are informative data and can be collected through several methods such as monitoring techniques, focus groups, interviews, and case studies.

"Quantitative data can be represented by numbers and requires the use of statistical analysis to produce useful information. This type of data is often viewed as more objective and can be collected through questionnaires or direct questioning, to be displayed in the form of graphs.”

Robinson explained that successful organizations are those whose HR departments are keen to train their employees and explore their opinions about the work environment, the quality of services provided to customers, and the extent of their involvement in the decision-making process, stressing that success is expressed in numbers and statistics. Low turnover in any organization, for example, gives a positive impression to all that the work environment is conducive to attracting fresh talent, and vice versa.

The Human Resources Club launched in 2010 is one of the most important strategic initiatives of the Authority. It is an interactive platform and an intellectual and knowledge communication channel that brings together interested people, human resources specialists and experts under one roof to share ideas, experiences and solutions that could enhance the roles assigned to human resources departments and other institutional service bodies across different sectors in the country.

The HR Club offers its membership, which has grown to over 12 thousand, an ideal opportunity to learn about the best practices, experiences and success stories of many individuals and institutions, as well as meeting with specialists and practitioners in the field of institutional work.

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