BENCHMARKING HR PERFORMANCE TRAINING
This course will help you understand the role of Objectives and KPIs in driving business and individual performance. You will appreciate the performance management cycle and links to strategy, and learn how KPIs can help manage performance at an individual, department, or company level. You will understand the Balanced Scorecard model and define KPIs for an individual and or department, which are Specific, Measurable, Achievable, Realistic, and Time bound (SMART).
The course will demonstrate that by measuring your HR results, benchmarking them and taking action to improve them, you will be playing the four fundamental roles of an HR business partner: strategic partner, administrative expert, employee champion and change agent.
After the successful completion of this comprehensive training course, participants will be able to:
- Explain the metrics, measures and Key Performance Indicators (KPIs) applied to HR and show the role they play in measuring the effectiveness of Human Resources.
- List and calculate the main KPIs that should be used to measure the efficiency of the critical processes in HR.
- Design and calculate the employee satisfaction index and use it to measure employee morale.
- List the KPIs that should be used in measuring Human Resources as a function.
- Design and calculate the main formulae for evaluating the financial contribution of HR to the organization.
- Explain employee turnover, its types and the various formulae used to calculate it.
The course uses a mix of interactive techniques such as lectures, group activities, numerical exercises, and simulations. At Xceed Academy, we believe in collaboration and interactive learning, and this is reflected through our HR As Business Partner course.
Human Resources professionals who need to evaluate, and report on, the effectiveness of Human Resources to senior management. The program is also suitable for Human Resources managers and senior executives who are accountable for the overall contribution of the HR function.
The targeted competencies in this course are:
- 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 objectives
KEY 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 objectives
MEASURES 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 appeal and reputation
- Salary competitiveness
- Human value added
- Career growth
- Absenteeism rates and absenteeism cost
- Employee morale
- Return on human capital
- Labor cost
- Cost per hire
- Cost per trainee
- Opportunity cost
- Supervisory ratios
- Cost to supervise
- Compensation and benefits
- 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
- 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 the organization?
OCREATING AND IMPLEMENTING THE HR SCORECARD
- The balanced scorecard as a strategic tool: linking people, strategy, and performance
- Creating the HR scorecard
- Reporting HR to top management