英語翻譯
What is still problematic in this context is the monetary evaluation of this success.For sales employees,for instance,it is rather easy to evaluate the success of their activities in monetary terms (number and volume of contracts concluded),whereas for HR administrators this is much more difficult.The dilemma is that while the costs can be identified on a quantitative basis,success can only be expressed in terms of quality.There are different examples of how you can work around or solve this problem.One option is to define the desired benefit.With regard to executives,this might translate to low fluctuation in the respective department.This benefit can then be evaluated on a monetary basis,if you take into account the costs saved by avoiding the recruitment of new employees.
The option of creating online applications directly for job advertisements and transferring the data directly to an existing ERP system relieves the HR department considerably from administrative tasks such as entering applicant master data.In order to “l(fā)ure” applicants to a specific website,there are traffic generators such as entering the website into search machines (Altavista,Fireball,Google,Lycos) and directories such as web.de an Yahoo.Entries in meta job exchanges in which only career-relevant websites are entered (e.g.www.monster.com ,www.careerbuilder.com , ) are possible.
The prerequisite for both requirement and for qualifications profiles is the creation of a qualifications catalog.Our discussion has less to do with maintaining this catalog in mySAP HR and more to do with the design activity in creating such a catalog.Determining the qualifications that already exist in a company and the selection of those qualifications to be implemented in the system represents quite a challenge.The easiest way of doing this is to compile qualifications if there is a clear policy in a company regarding the requirements for a position.This is particularly the case in public services,as there are straightforward job descriptions compiled from different activities which in turn result in the grouping to a specific pay scale.The counterpart to this,the qualifications profile and an example of a profile comparison,are described in Section 6.2.3.
A few examples,such as press or Internet/intranet,make it clear what is meant by the term media.This involves classifications and groupings that enable you to combine several instruments.In addition,you can assign a medium to unsolicited applicants through which they have contacted the company.