HR Considerations and What HR Term Paper

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Firstly, as entering the Indian market implies an ample recruitment process, Wal-Mart's HR department could use a recruiting metric encompassing the following indicators: the vacant period, the performance of the new hires, managers' satisfaction, the turnover rate for new employees, and the financial repercussions of inadequate hires (http://www.strategy2act.com/solutions/hr_metrics.htm).

Secondly, job satisfaction seems to be essential to Indian employees. Therefore, this can be measured with the help of a training and development metric comprising: learning opportunities (the percentage of those who are content with the learning opportunities in the organization), on-the-job learning possibilities (the percentage of the staff being satisfied with the on-the-job learning), the chance to use skills (the percentage of those employees who apply their knowledge and abilities), taking part in meaningful work (the percentage of those who consider that they are engaged in activities that effectively contribute to the organization's laudable performance) (Belani, 2006).

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For the two measurements above, the company could use the method of the balanced scorecard. This implies listing the characteristics measured and establishing the weight and the performance of each, at the same time. The latter items can be inferred by administrating two questionnaires in which the employees are asked to state the importance they assign to each characteristic and the mark they attribute to each feature (http://www.strategy2act.com/solutions/hr_metrics.htm).In the end, the HR specialist will calculate an overall score which will emphasize both the weak and the strong points. As a result, the company will take the proper actions and will remeasure the respective features after a certain period in order to check if the inadvertencies earlier discovered have been removed......

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