BUSINESS METRICS Business Volume Market Share Client Growth Profitability Social Inclusion

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1 HRMetrics P Using HR Metrics to Drive Business Results BUSINESS METRICS Business Volume Market Share Client Growth Profitability Social Inclusion HR Alignment with Business Business Metrics We also provide HR Metrics Dashboard STRATEGIC HR METRICS Workforce Productivity Rate High Performers Retention Rate Succession Readiness Rate Workforce Competency Rate Leadership Trust Rate Hiring Quality Rate ROI of Workforce Investment Revenue per Employee Cost per Employee Profit per Employee Strategic HR Metrics Operational HR Metrics TALENT ACQUISITON METRICS TALENT RETENTION METRICS LEARNING & DEVELOPMENT METRICS LEADERSHIP GROWTH METRICS EMPLOYEE RELATIONS METRICS HR INVESTMENT & ROI METRICS For in-house program

2 Why HR Metrics? 21st century is knowledge and service oriented economy, in which the old mantra of cash is king has been replaced with talent is king and cash is queen. There is a paradigm shift in economy from physical to intellectual capital and consequently the role of Human Capital is becoming increasingly critical to the overall success of the organization. The number one investment in today's economy is the people. Numbers are the Universal language of business. HR's traditional model of using activity measurement is woefully inadequate. Business executives judge HR strategic role NOT on be the basis of emotional HR activities but by the IMPACT on the business, which is always measured in FINANCIAL terms. Shareholders and CEOs are interested in HR results. They are keen to see connections between HR investment and corresponding organizational success. Key Benefits Identify measurement opportunities and quantify HR department's contribution to the overall bottom line, through solid, factual, and verifiable data and justify toughest business decisions with easy-to-use mathematical formulas. Diagnose HR financial and operational measures, understand the messages in measured data, with a view to become competitive, cost effective and yet responsive to business needs. Integrate measurement metrics with action plan, achieve strategic goals, surpass industry benchmarks and upgrade HR standing for personal and organizational growth. Companies which excel at people analytics including internal benchmarking, leadership planning models, and data visualization/storytelling techniques are 3.1 times more likely to outperform their peers financially. Click to Read this article: HR Management Maturity Framework STRATEGIC REACTIVE Reporting of HR activities and headcount on required basis PROACTIVE Business problem proative identification, resolution. Reporting through standardised dashboard for meaningful insight. COLLABORATIVE Contextualizing and correlating HR dashboard Metrics with oganization's operational & financial metrics. Demonstrating impact rather than activities. Predicting the future to pre-empt the issues and improving alignment of HR initiative with organizational goals. Projecting impact in business and financial terms.

3 Course Contents Following are course contents for public program. For in-house program, you can identify your need by checking relevant box. MODULE 1 LEADERSHIP DEVELOPMENT METRICS: 7 MAY 2019 (3-6 PM) 1. Leadership Development Process 2. Home Grown Leadership Ratio* 3. Leadership Quality Ratio* 4. Succession Coverage Ratio* 5. Succession Readiness Level 1 Ratio* 6. Succession Readiness Level 2 Ratio* 7. Succession Readiness Level 3 Ratio* 8. Career Growth Ratio 9. Career Path Ratio* 10. Employees Promotion Ratio* 11. Employees Career Rotations Ratio* 12. Administrative Placement Ratio* 13. Internal Hiring Ratio* MODULE 2 TALENT RETENTION METRICS 9 MAY 2019 (3-6 PM) 14. Retention Strategies 15. Total Turnover Rate* 16. Voluntary Turnover Rate* 17. Involuntary Turnover Rate* 18. Turnover in Critical Positions 19. Female Turnover Rate* 20. How to Measure Opportunity Cost of Voluntary Turnover 21. How to Measure ROI of Retention Initiatives MODULE 3 TALENT ACQUISITON METRICS 14 MAY (3-6 PM) 22. Hiring Process 23. Recruitment Yield* 24. Job Offer Acceptance Ratio* 25. Time to Hire* 26. Cost per Hire* 27. Unfilled Job Ratio* 28. Hiring to HR Cost Ratio* 29. New Hire Retention Quality Ratio* 30. New Hire Performance Quality Ratio* 31. Opportunity Cost of Unfilled Jobs 32. Business Impact/ROI of Hiring MODULE 4 LEARNING & DEVELOPMENT METRICS 16 MAY (3-6 PM) 33. ADDIE Model for Learning & Development 34. Kirkpatrick Model for Learning Evaluation 35. % Employees having Explicit Core Competencies* 36. Employees Trained Ratio* 37. Training Hours per Employee* 38. Internally Trained Ratio* 39. Training Cost per Employee* 40. Training to HR Cost Ratio* 41. Competent Workforce Ratio 42. How to Measure Training Satisfaction 43. How to Measure Training Comprehension 44. How to Measure Training Transfer to Workplace 45. How to Measure Training Impact on Business 46. How to Measure Training ROI

4 MODULE 5 EMPLOYEE RELATIONS METRICS 21 MAY (3-6 PM) 47. Employee Relations Framework 48. Employees' Generation Segments Ratio* 49 Employees' Tenure Segment Ratio* 50. Employees per Manager Ratio* 51. Grievance Resolution Ratio* 52. Time to Handle Grievance* 53. Separation Clearance Time* 54. Workplace Accident Rate* 55. Gender Diversity Ratio* 56. How to Measure Employee Engagement 57. How to Measure Business Impact and ROI of Engagement MODULE 6 HR INVESTMENT & ROI METRICS 23 MAY (3-6 PM) 58. HR to Employees Ratio* 59. Workforce Cost to Operating Cost Ratio* 60. Compensation Cost to Workforce Cost Ratio* 61. Salary Cost to Compensation Cost Ratio* 62. Benefits Cost to Compensation Cost Ratio* 63. Revenue per employee* 64. Operating Cost per Employee* 65. Profit (EBITDA) per Employee* 66. How to Measure ROI of Workforce Investment Allied Details All public training programs will be offered in virtual learning mode. Virtual session includes live audio, video interaction. Learning session recording will also be provided. Fee for participation in each module of program is Rs 10,000 (100 $) 50% discount for HR Metrics Alumni, valid for registration/ payment before 31 Dec Please Note If you want to arrange in house program, please carry out self-assessment of your need by tick marking box in front of each module/metric. We can offer you a customized program to suit your business need and cost affordability. Facilitator Zahid Mubarik SHRM-SCP, SPHRi, GPHR CEO HR Metrics Zahid Mubarik is CEO HR Metrics, founder President SHRM Forum and Chairman Pak HR Standards Committee. Only HR leader from South Asia, who became member of ISO Geneva global HR Standards Development Committee comprising of USA, UK, France, Germany, Sweden, Switzerland, Austria, Norway, Netherlands, Portugal, Pakistan. Led Pakistan in ISO global meetings and SHRM conference in various parts of world including Washington, Texas, Las Vegas, Orlando, London, Melbourne, Rotterdam, Paris, Singapore, Beijing, Dubai, Bali. Currently he is global Convenor of HR Metrics Standards ISO TC 260 and Member Board of Directors Centre for Global Inclusion USA. Served as Member Special Expertise Panel, Human Capital Measurement Metrics SHRM USA. An internationally acclaimed thinker, writer and speaker in national and international conferences. His analytical HR papers and expert talks have been featured by international media including World Bank Washington, CNBC, Dawn and Business Recorder.

5 Our Valued Clients engro polymer & chemicals Pakistan Petroleum Limited engro fertilizer

6 What HR Leaders say about HR Metrics Oliver Kothrade HR Director Panasonic Consumer Marketing Europe Gohar Alam Siddiqui Head HR Bayer Pakistan The program gives a good understanding of Hr Analytical frameworks for verifiable impact on organization bottom line Very practical course adding real value to the organization Sheraz Karim HR Director Pakistan S&P Global Market Intelligence Samiha Ali Zahid Head HR Mobilink Microfinance Bank Excellent discussions, insights and practical tools for concrete results The course gives an understanding of global best practices and its customized application is an exceptional tool for translating any HR Metric into financial numbers." Evelyn D Abrogena Chief HR Manager EFU Life Insurance Anees Kas Jeddahwala Head HR B.Braun Pakistan Concept is very good. It is very important that HR should be able to measure its performance to demonstrate impact to business This course helped in implementing the financial management tools in HR functions. It will help in writing a better business case with numbers.

7 What HR Leaders say about HR Metrics Muhammad Kamran Jamil Director HR and Corporate Relations ICMA Pakistan Sadaf Fatima Ernst & Young Ford Rhodes Sidat Hyder Asila Khandwala VP-HR Linking HR impact numbers with business numbers improves credibility of HR function It was a wonderful experience for me and my team. It fulfilled the purpose of training It was a very good course which can be effectively used at our workplace. Waheedullah Khan Corporate HR Manager Lotte Chemical Pakistan Qaiser Jamil Head HR Emirates Supply Chain Services Syed Adudojana Mosab Senior HR Officer It was very informative and interesting to understand It was an excellent session to transform HR to next level This course was very useful as it cleared a lot of ambiguities regarding HR. Nausheen Amin Khan HR Business Consultant Abbott Laboraties Muhammad Imran Mansoor Dept Head SAP HCM & HR Reporting MCB Sana Mesia Manager HR Really a thought process opener. In my experience till now, this is first course that aligns HR with business outcomes. After having attended this session, one can say that something has been learnt, which is useful for organization and personal growth. The Modules were created keeping in view the practical aspect of the Metrics. Overall it was indeed a Good course