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Tracking and assessing workforce-diversity programs shouldn't be hard work,
but it should be a top priority.
Because businesses benefit when they employ highly engaged workers with different backgrounds, HR leaders and hiring professionals contribute directly to a company's success when diversity programs meet their goals.
Because businesses benefit when they employ highly engaged workers with different backgrounds, HR leaders and hiring professionals contribute directly to a company's success when diversity programs meet their goals.
The opposite also is true: Workforce-development professionals who do not
effectively measure the outcomes of their diversity programs are in danger of
having the programs - and perhaps their jobs - deemed expendable. Ongoing
competitive pressures are driving business leaders to demand that all
investments return bottom- or top-line improvement, including workforce
diversity programs.
Summary
For companies of any size and in any industry, technologies such as business analytics are making the tracking and assessing workforce-diversity programs easy and affordable. Minding your diversity metrics does not require extensive capital investments or massive process disruption — just defining and tracking the metrics that reflect the reality of today’s competitive global economy and increasingly diverse workforce.
Download the white paper
Source: Training Magazine Network
Summary
For companies of any size and in any industry, technologies such as business analytics are making the tracking and assessing workforce-diversity programs easy and affordable. Minding your diversity metrics does not require extensive capital investments or massive process disruption — just defining and tracking the metrics that reflect the reality of today’s competitive global economy and increasingly diverse workforce.
Download the white paper
Source: Training Magazine Network
