Utilizing HR Metrics to Illustrate & Improve Human Resource's Contribution

On-Demand Schedule Thu, April 25, 2024 - Thu, May 02, 2024

Duration 60 Mins

Level Basic & Intermediate

Webinar ID IQW22H0836

What you'll learn?
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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 H.R. 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

Overview of the webinar

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.

HR 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 webinar will provide an overview of frequently used HR Metrics and describe a methodology for implementing them in your HR function.

Who should attend?

HR Professionals New to the Field & Experienced HR Professionals Looking for New Ideas and/or a Refresher

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 business.’ 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 to compare 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. 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 workshop, 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 scorecard
Discuss ways of strategically implementing their HR dashboard
See and select from many potential HR Metrics
Show that they are not afraid of measuring their contribution

Faculty - Mr.Pete Tosh

Pete Tosh is the Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:

Maximizing Leadership Effectiveness
Implementing Strategic HR Initiatives
Strategic Planning
Enhancing Customer Loyalty

The Focus Group has provided these consulting & training services to manufacturing & service organizations across the U.S., Canada, Europe & the Middle East. Prior to founding The Focus Group 25 years ago, Pete had 15 years of corporate leadership experience including serving as the V.P. of Human Resources & Quality

Pete frequently facilitates a variety of leadership development programs. Employees from over 3,500 organizations have benefited from Pete’s experience and perspective. Pete is also co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth.

Pete holds a B.A. degree in Psychology from Emory and Henry College & Masters's degree in both Business Administration & Industrial Psychology from Virginia Commonwealth University.

Credits

SHRM 1 - 1 credit(s)

ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

HRCI 1 - 1 credit(s)

HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org

Thank you for your interest in becoming a part of our faculty. UPIQ is continuously looking for excellent individuals from diverse professions to add to our faculty records. Please complete the form below to be considered for our training arrangements in your area of expertise and then submit the form; we will get back as soon as possible.