Human Resources KPIs Benchmarking HR Performance
Human Resources KPIs Benchmarking HRPerformanceWhy Attend How can you manage what you do not or cannot measure? This courseattempts to inspire Human Resourses (HR) professionals to stop justdoing and start delivering. This cannot be done unless they take thenecessary step to measure the effectiveness and efficiency of their HRfunctions, benchmark the results internally and externally andconsequently design initiatives for continuous improvement. In thiscourse, you will learn what Key Performance Indicators (KPIs) are, theircharacteristics and how they should be used and reported. This coursewill also present and discuss over 50 HR KPIs that can be easily used inyour job. The course will demonstrate that by measuring your HRresults, benchmarking them and taking action to improve them, you willbe playing the four fundamental roles of an HR business partner:strategic partner, administrative expert, employee champion and changeagent. The ultimate take away of this course is the design of an HRbalanced scorecard that will allow the HR department to contribute tothe achievement of company strategic goals.
Course Methodology The course uses a mix of interactive techniques such as lecturettes,group activities, numerical exercises and simulations.Course ObjectivesBy the end of the course, participants will be able to: Defend the metrics, measures and KPIs applied to HR and show the rolethey play in measuring the effectiveness of the HR function List the KPIs that should be used in measuring HR as a function Define and calculate the main KPIs that should be used to measure theefficiency of the critical processes in HR Design and calculate the main formulae for evaluating the financialcontribution of HR to the organization Generate and calculate the employee satisfaction index and use it tomeasure employee and morale Explain employee turnover, its types and the various formulae used tocalculate it Create and implement the HR scorecardTarget Audience This course is targeted at human resources professionals who have beenworking in any HR function for at least three years. HR professionalsneed to evaluate and report on the effectiveness of human resources tosenior management. This course will help them to do that in addition tomarket their image as business partners. The course is also suitable forhuman resources managers and senior executives who are accountablefor the overall contribution of the HR function.
Target Competencies Leading and supervising Deciding and initiating action Persuading and influencing Presenting and communicating Analytical thinking Formulating concepts and strategies Planning and organizing Achieving goals and objectivesKey Result Areas (KRAs), KPIs and targets Goals, objectives and targets The link between strategy and performance From KRAs to KPIs, targets and balanced scorecard The cascading of objectives SMART objectivesMeasures and KPIs The importance of measuring Measures, metrics and KPIs: the main differences Characteristics of SMART KPIs Types of KPIs Common mistakes when using KPIs
Organizational KPIs Organizational appeal and reputation Salary competitiveness Human value added Career growth Absenteeism rates and absenteeism cost Employee moraleFinancial KPIs Return on human capital Labor cost Cost per hire Cost per trainee Opportunity cost Supervisory ratios Cost to supervise Compensation and benefitsProcess KPIs Measuring efficiency of recruitment and selection Measuring effectiveness of hiring Using Hurdles Per Hire (HPH) to reduce the use of 'wasta' in selection Using aggregate yield ratios and selection rates Measuring effectiveness of appraisal systems
Employee turnover Voluntary versus involuntary turnover Turnover versus attrition (gross and net turnover) Identifying turnover metrics Identifying turnover costs Analyzing and interpreting turnover data Healthy versus unhealthy turnover: when is turnover good for theorganization?Creating and implementing the HR scorecard The balanced scorecard as a strategic tool: linking people, strategy andperformance
Human Resources KPIs Benchmarking HR . This course is targeted at human resources professionals who have been working in any HR function for at least three years. HR professionals need to evaluate and report on the effectiveness of human resources to senior management. This course will help them to do that in addition to
Nov 03, 2010 · treasury accounting KPIs –Key Performance Indicators –are an established benchmarking tool Treasury KPIs provide structured, objective benchmarking results -SOX compliance is enhanced Benchmarking Treasury Performance with KPIs Selecting KPIs for your Treasury KPI
The problem isn’t with using KPIs (Key Performance Indicators) for business performance measurement. The problem is with KPIs themselves. Often KPIs are poorly chosen and misused, . Although the following example is about marketing, the logical flow is the same for any business discipline. Page 6 White Paper - KPIs and the Logic of Decision .
Bad benchmarking Benchmarking has its limitations. Whilst good benchmarking is about performance and best practice, bad benchmarking can lead to mediocrity. Bad benchmarking is using data to justify average performance, rather than challenging and driving improvements. This
KPIS AS VENDOR MANAGEMENT TOOL Contractors are more likely to see KPIs used as a vendor management tool than for strategic purposes. As a vendor management tool, KPIs are a matter of perspective. Here the customer isn't looking to achieve larger, strategic objectives. They're using KPI
Dashboard. A Product Dashboard displays all the KPIs for a single product. The second type is the KPI Dashboard, which displays the KPI values for each product in a peer group. The KPIs are presented using simple bar charts. Figure 1: KPI dashboard used for displaying KPIs Products ar
Key Performance Indicators (KPIs), also known as key success indicators, are measures which demonstrate how effectively individuals or an organisation are achieving key strategic goals and business objectives. KPIs can be measured quantitatively and qualitatively. All industries and sectors have KPIs.
Key Performance Indicators KPIs, on the other hand, are measures used to quantify management objectives KPIs are derived from CSFs. KPIs indicate a defined performance level required to achieve a factor or set of factors critical to the success of an objective. Metric used to evaluate factors that important to an organisation .
Best of the Best ELA Websites for Elementary Grades Special Thanks to Beth Dennis for sharing these websites Note: This document is saved in the District Share folder, under Library Media Centers. General ELA: ABCya! Arranged by grade level, this site contains a great set of computer based activities for grades K-5th. K & 1st grade have oral direction options. Holiday-oriented choices are .
