OVERVIEW
Human Resource Departments have traditionally been concerned with the processing of
transactions and administrative functions – often with little or no objective
data to provide them feedback on:
- the
effectiveness of their HR processes
- or
the contribution that these processes are making to the organization’s
business strategy
However,
many senior corporate executives are no longer satisfied with this scenario –
they want HR to prove its value and effectiveness through objective data.
Human
Resources metrics allow HR professionals to:
- be
seen as business partners who are customer focused, strategic and change
oriented
- make
greater contributions to their business’ strategic and operational plans
- speak
the ‘language of business’
- gauge
whether they are satisfying the needs of their internal customers
- make
continuous, meaningful improvements to HR processes
- show
that they are not afraid of measuring their contribution
- avoid
being outsourced
This
interactive HR metrics trainingwill provide an overview of frequently used HR
Metrics and describe a methodology for implementing them in your HR function.
WHY
SHOULD YOU ATTEND
HR
professionals leading many of the best managed HR departments across the U.S.
rely heavily on HR Metrics to guide and improve their departments' performance.
They recognize that metrics offer significant benefits to both their
departments and organizations.
These
HR professionals recognize that:
- Metrics
is the ‘language of businesses’. Senior leaders are seeking objectivity.
They don't speak in generalities and don't make key decisions based on
opinions.Metrics communicate by painting an unbiased, objective and
believable picture
- They
are in the service business and their H.R. function can be seen as only an
overhead expense until others see value from the function. They appreciate
the fact that the results that they don't objectively report often don’t
count
- They
need metrics to be able tocompare themselves to standards and ‘best
practices’ in other organizations. That metrics provide early warning
signals and identify performance gaps. And that it is difficult to control
& improve upon any HR process that is not measured.
- Metrics
provide a means of increasing visibility, clarifying performance
expectations and setting goals. That just measuring an HR process conveys
its importance and tends to improve the performance of the process.
- Since
the leaders of the other functions within their organizations
-manufacturing, sales, accounting, customer service, etc. - measure and
report their contributions and performance, they as HR professionals
should as well.
At
the end of this HR management training, participants will be able to:
- use
HR Metrics to ‘paint a picture’ and speak the ‘language of business’
- gauge
whether they are satisfying the needs of their internal customers
- make
continuous, meaningful improvements to HR processes
- make
greater contributions to their business’ strategic and operational plans
- develop
their personalized HR score card
- discuss
ways of strategically implementing their HR metrics dashboard
- see
and select from many potential HR Metrics
- show
that they are not afraid of measuring their contribution
AREAS
COVERED
- The
Benefits of HR Metrics to HR departments and Organizations
- Reasons
for Utilizing HR Metrics
- What
HR Metrics Produce
- Identifying
What to Measure
- Why
Use HR Metrics?
- The
Benefits and Limitations of Measurement
- The
Key Question is How to Best Measure an HR Process and Whether the Result
will be Worth the Cost of Measuring
- What
are Your Customers’ Most Important Expectations?
- What
HR Processes Impact/Have an Effect on These Expectations?
- How
Can the Performance or Results of These HR Processes be Measured?
- Five
Categories of HR Metrics
- Four
Step Process for Implementing HR Metrics
- Recruiting,
Interviewing & Selection Metrics
- Cost:
Per-Hire Formula
- Cost:
Per-Interview Formula
- Time-to-Fill
Formula
- Offers
Resulting in a Hire Formula
- Quality
of Hire Formula
- Other
Frequently Utilized Recruiting Process Measures
- Human
Reactions to the Recruiting Process
- Compensation
& Benefits Metrics
- Four
Key Objectives of a Compensation System
- Employee
Compensation Cost Formula
- Compensation
& Benefits Costs as a Percentage of Operating Costs Formula
- Profit
Factor per Employee Formula
- Revenue
Factor per Employee Formula
- Other
Frequently Utilized Compensation Metrics
- Other
Frequently Utilized Benefit Metrics
- Human
Reactions to Compensation
- Training
& Development Metrics
- Training
and Development’s Biggest Challenges
- Developing
a Training Objective for Your Organization
- The
Four Levels of Training Evaluation
- Training
Cost Formula
- Training
Cost Per Hour Formula
- Knowledge
Change Formula
- Skill
Change Formula
- Performance
Change Formula
- Other
Frequently Utilized Training and Development Metrics
- Human
Reactions to Training & Development
- Retention
Metrics Formulas
- Average
Length of Service Formula
- Cost
of Turnover Formula
- Quantity
of Turnover Formula
- Quantity
of Voluntary Turnover Formula
- Voluntary
Separation Rate by Tenure Formula
- Replacement
Factor Formula
- Quality
of Performer Retention Formula
- Other
Frequently Utilized Retention Metrics
- Human
Reactions to Employee Retention & Turnover
- Measuring
Other HR Processes
- Other
HR Processes for Which You Might Like to Have HR Metrics
- Strategically
Implementing Your Action Plan & HR Dashboard
- Creating
Your HR Dashboard
- Four
Key Summary Questions
- Questions
for Taking the Next Steps
LEARNING
OBJECTIVES
There
are two strong forces behind the growing movement toward the use of HR Metrics
– this is true for large organizations like IBM, Fed Ex, Southwest Airlines,
etc. as well as any of thehundreds of smaller organizations that have turned to
HR Metrics.
- An
External Force: senior management is expecting HR to be more actively
involved in the achievement of business goals and contribute in visible
and meaningful ways; top management wants to ‘see’ value from its HR
function – without ‘seeing’ that value HR is viewed as an expense and
dollars can be saved by outsourcing HR
- An
Internal Force: HR has been graced by an influx of bright, energetic
professionals who have chosen HR as a profession, have a business
orientation and want to make a visibleand meaningful impact on their
businesses; they recognize that HR manages a number of processes that impact
their organizations and they want to maximize and illustrate the positive
impact of those processes
WHO
WILL BENEFIT
- HR
Professionals New to the Field
- Experienced
HR Professionals Looking for New Ideas
- A
Refresher
For more detail please click on this below
link:
http://bit.ly/2K6R8n7
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