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2023 - Utilizing HR Metrics to Illustrate & Improve Human Resource's Contribution



VenueOnline Event, USA - United States USA - United States

KeywordsHuman Resource Departments; Utilizing HR Metrics; HR Metric; Human Resources metrics; HR


Topics/Call fo Papers

Y 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 HR management training, 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 metrics dashboard
see and select from many potential HR Metrics
show that they are not afraid of measuring their contribution
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 HR 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
HR Professionals New to the Field
Experienced HR Professionals Looking for New Ideas
A Refresher
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:
Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc
Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc
Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc
Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer TouchPoints, etc.
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe, and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, and N.C.I. YKK and Freddie Mac to:
Align corporate organizational structures with their strategic initiatives — while ensuring value creation for their customer bases
Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors
Develop and implement customer loyalty enhancement processes — based on specific customer feedback — that delivered sustainable advantages in the marketplace
Implement performance management programs, executive coaching, compensation systems, and other HR processes to strategically direct and reward desired employee behavior
Prior to founding his own firm 25 years ago, Pete had 15 years of experience — at the plant, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — including the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical, and Access Integrated Networks.
Pete also frequently develops and facilitates a variety of leadership development programs including Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law, and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is a 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 and Masters's degree in both Business Administration and Industrial Psychology from Virginia Commonwealth University.

Last modified: 2023-02-24 18:38:42