Human Resources Measurement and Metrics March 18, 2009

Use tools and metrics to confidently measure the quality and cost-effectiveness of HR in every area.

After attending this seminar, you’ll be able to use the hard numbers culled from easy to apply formulas and discuss benchmark database examples to support tough, economy-mandated management decisions. You’ll also acquire the skill to talk to senior executives in the quantitative language they understand…and confirm HR’s role in giving the company a competitive edge in hard times.
How You Will Benefit

* Gain top management recognition as a valued business partner
* Be able to show return on investment from new HR programs, processes or strategies
* Project HR as a critical business activity—just like sales, production and customer service
* Learn how to better measure and manage HR services and productivity
* Gain the knowledge and skills to articulate the value of HR work
* Think and act as a business person and create reports that highlight HR services in business terms
* Evaluate HR work in terms of its effect on company expenses and/or revenue

What You Will Cover

* Design an HR measurement system that works
* What to do if you've never measured HR before
* How to design and present HR's value
* Validate HR's cost
* Reposition HR as a strategic business unit
* Sell HR’s effectiveness with influence
* Select the important issues in recruiting
* Keep management satisfied with the hiring process
* Connect compensation to profitability
* How to find value measures in your benefits plan
* Measure training and development costs against performance improvement
* Training value analysis: identify problems training can solve
* Measuring training quality
* On-boarding and counseling: measure effects and costs
* Absenteeism and turnover: costs and reasons

Who Should Attend

HR professionals who seek to form strategic partnerships within their organizations.
Extended Training Description

Learning Objectives

* Gain Top Management Recognition as a Valued Business Partner
* Be Able to Show Return on Investment from new HR Programs, Processes or Strategies
* Project HR as a Critical Business Activity—Just Like Sales, Production and Customer Service
* Learn How to Better Measure and Manage HR Services and Productivity
* Gain the Knowledge and Skills to Articulate the Value of HR Work
* Think and Act as a Business Person and Create Reports That Highlight HR Services in Business Terms
* Evaluate HR Work in Terms of Its Effect on Company Expenses and/or Revenue

Why Measure HR

* Recognize Employees as Assets, Not Just Expenses
* Obtain Buy-In for Measurement from Other HR Staff
* Define the Five-Part Matrix Against Which HR Activities Should Be Measured

Reporting

* Describe the Purposes of Reporting
* Apply the Rules for Presenting Management Reports
* Determine What Information Is Relevant to Management
* Effectively Present Reports to Management

Metrics for Acquiring Staff—Recruitment

* Describe the Factors Related to Recruitment
* Define the Key Metrics for Recruitment
* Apply the Formulas to Measure Recruitment
* Assess and Present Your Department’s Recruiting Activities

Metrics for Maintaining Staff—Compensation

* Describe the Issues Related to Compensation
* Define the Key Metrics for Compensation
* Apply the Formulas to Measure Compensation
* Assess and Present Your Department’s Compensation Activities

Metrics for Development—Staff Training

* Describe the Issues Related to Training
* Define the Key Metrics for Training
* Apply the Formulas to Measure Training
* Assess and Present Your Department’s Training Activities

Metrics for Retention—Turnover

* Describe the Impact of Turnover
* Define the Metrics for Retention
* Apply the Formulas to Measure Retention
* Assess and Report Your Department’s Retention Activities.

Official Website: http://www.focustraco.com/index.php/tm-training-schedule/details/65-101105