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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 t

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