Common to today’s business environment is the presence of powerful data management and depiction platforms, as well as sophisticated data record systems.

 

Common to today’s business environment is the presence of powerful data management and depiction platforms, as well as sophisticated data record systems. We can call upon these tools to provide us with HRM-related data to assist in accessing many different aspects of organizational life. Gender, race, ethnicity, time in the organization, training information, occupational fields, office (or section, unit, division, or branch), and compensation levels are but a few of the data elements we can see and manipulate.

  • What are some of the insights we can draw from organizational demographic data and information, and how might it influence and inform the organization?
  • Are there any important and useful demographic elements that have not been monitored?
    • Report them and describe why they are valuable HR demographic measures.
  • What are some of the internal factors that influence and inform other demographic data elements that are not included?

Note: There is no attributable data in these databases (algorithms are present to prevent users from identifying individual employees from any level).

 

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