What key measures could be used for monitoring service quality, productivity, an

Question

What key measures could be used for monitoring service quality, productivity, and profitability for a large Human Resources (HR) Recruitment firm whose clients are predominantly large businesses such as Myer, Telstra, Universities, Hotels. Specifically, what measures would you recommend for such a firm, taking administration cost into consideration? Who should receive what type of feedback on the results and why? On which measures would you bases a part of the salary scheme of front line staff (such as business development managers) who go out to bring new clients. and why?

Explanation / Answer

1.
The measures for monitoring activity of a large human resource recruitment firm are to keep the constant focus to meet the best fit and follow up on the exact requirements of the clients so that it gets closed by fulfilling the requirements of the big firms with 100% satisfactory level. The service quality, productivity, and profitability, both are equally important factor in a recruitment firm that requires being maintained by targeting the right candidates to fit into their client position, this process resembles the quality, rest productivity and profitability which relates to the service delivery, it is depending on the performance level that the chosen sourced employees performance towards the biggest firms.
The administrative cost is required to be taken under considerations towards the executives who are extending the sales of the human resource firm, heading the outstanding industrial relations to lead the constant business of the clients and to itself supporting by serving the organization to equally focusing to meet their targets for achieving the utmost revenues. For their sake, it is likely to expense an administration cost.

2.
The feedbacks are completely depending on the work it is heading up, the recruitment firm deals with many projects with the clients. All clients’ projects are subdivided into groups and then after the meeting of the requirement the feedbacks are come, there involve sourcing and screening executives who get involved in searching the right fit gets a feedback. The salary negotiations, payroll executives for that sourcing receives a separate feedback, the organization BDM’s who always remains active with the clients to get their high-level project receives a feedback. The feedbacks are necessary at different aspects as this will help to measure the work done by the several associates of the organization, this processes of giving feedback will boost to the further recommendation to make the process better.

3.
Business development manager’s role is the targeted job role in the human resource recruitment firm; a target is initiated on a monthly basis which is followed by BDM. In this way as per the number of obtaining to receive the sales target, a BDM receives incentives with the fixed salary. More the new clients are added up, a BDM salary goes high with the good sum of incentives. In this way the salary scheme is based on the front line staff, salary along with incentives boost them to bring the clients for making the business profitable.

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