Answer & Explanation:Hello, please read the below and reply using 200- 300 words. Thanks!Download and read the article Beyond Benchmarking: Value-Adding Metrics at londonessays.com .Download and read the article Using Leading Indicators to Drive Sustainability Performance at londonessays.com . Access and read the web article Composite IndicesHDI and Beyond via londonessays.com . Navigate to the threaded discussion below and respond to the following: Leading and Lagging IndicatorsAnswer the question: Which is more useful, explaining
what happened yesterday or predicting what is likely to happen
tomorrow? Explain.Lagging Indicators: Provide at least two examples of
lagging indicators that are or could be used by your current
organization, or an organization with which you are familiar.Identify each lagging indicator and provide the calculation for each.Explain how each lagging indicator is being used or could be used in the organization.Leading Indicators: Give at least two examples of
leading indicators that are or could be used by your current
organization, or an organization with which you are familiar.Identify each leading indicator and provide the calculation for each.Explain how each leading indicator is being used or could be used in the organization.Indexing the Problem:
In Chapter 7, Fitz-enz (2009) writes there is plenty
of data available, some inside and some outside [the organization] that
the human resources departments should be monitoring and placing on a
futures board (p. 205). He then goes on to list four potential areas
for identifying indices that may be placed on a futures board: Talent
Availability Trends (Acquisition Function), Salary and Benefit Surveys
(Support Function), Investments in Training and Education (Development
Function), and Workforce Values and Need (Retention Function). Use that example to complete the following: Develop an Index: Develop an HR index that is
relevant to your selected organization. The index should consist of
both internally and externally obtainable measures that could be
tracked individually and then presented as an index on a futures board.Select one of the four potential areas for
identifying indices as presented by Fitz-enz (2009): Talent Availability
Trends (Acquisition Function), Salary and Benefit Surveys (Support
Function), Investments in Training and Education (Development
Function), and Workforce Values and Need (Retention Function).
Optionally, you may select a different area that is particularly
relevant to your selected organization. Based on the above selection, construct an
index of your own devising for your organization or an organization with
which you are familiar. Include the name of the index and the
composite of specific individual measures that the index tracks.
Identify the internal and external sources for
obtaining the specific data used as the measures comprising your index.
Include at least one internally and one externally obtainable measure.
Include the name and specific URL address for the direct link to each
external measure website. For example, lets assume that the company is
Home Health Care Advantage which has various locations around the state
of Indiana. The company employs mostly CNAs (which the company can
certify through a 6-week training and development program delivered
in-house). The starting pay is just above minimum wage; however, there
is some esteem with the healthcare job and great job significance
because of the meaningfulness of helping others in need. In addition to
the low pay, the workload can be quite demanding, both physically
(such as lifting patients) as well as emotionally (the passing of
patients). Qualified applicants must be at least 21 years of age due
to state and industry regulations. The unemployment rate and economic
conditions of each of the various locations around the state of
Indiana can impact the potential for talent availability. This is
compounded by the fact that many of the new hires are not CNAs and so
they must go through six weeks of training, in addition to the time it
takes to recruit and select them and to also provide orientation and
onboarding. Therefore, it is important for Home Health Care Advantage
to continually monitor any changes in the internal and external
environments that might have impact on the availability of locally
available talent pools for hire at their various facilities throughout
the state of Indiana.
The identified index for this example would be CNA
Labor Pool Talent Availability Index. The potential specific measures
to be included are listed below. Note the clear connection that leads
to more naturally identifying what types of measures would be needed
to comprise a single index, which are based upon the specific needs of
Home Health Care Advantage, as identified in this case.
Number of Qualified Entry-Level Job
Applicants by Location: Number of qualified entry-level applications
received in the period U.S. Census Bureau, Quick Facts ~ High School Graduate or Higher, Percent of Persons by Location: londonessays.com Indiana Department of Workforce Development ~ Unemployment Rate by Location: londonessays.com Percentage Change in U.S. Department of Labor Minimum Wage by Location: londonessays.com Leading Economic Index for Indiana: londonessays.com Provide a detailed post that demonstrates clear, insightful
critical thinking. Your initial response should be 200-300 words long
and include two academic resources that are properly cited. Post your
initial discussion by the end of the fourth day of the workshop.