Human Resource Metrics and Analytics Training

Human Resource metrics are measurements used to determine the value and effectiveness of HR initiatives, typically including such areas as turnover, training, return on human capital, costs of labor, and expenses per employee. Developing the right HRM metrics for your specific context which support long-term performance is an area that many organizations struggle with. Through effective measurement, assessment and evaluation it is possible to provide insights about past performance and also ‘take the temperature’ of the organization at present. Research has highlighted the importance of using HRM metrics for maximum impact, drawing out insights from data to inform future direction and hence drive sustainable organization performance.

Once the metrics are established, the organization will need to develop HR policies that react to the messages. The course will also consider the type of HR policies that are being developed in response to the usual range of messages from the metrics and analytics.

Training Modules

Human Capital Management

• Introductions and program objectives
• The context for HR
• Strategic Business Planning
• Corporate Social Responsibility
• Human Capital Management
• How to make things happen – use of business action plan
• The difference between HRM and Personnel Management
• The new shape and function of tomorrows HR departments

HR Tools and Methods

• The effectiveness of the HR function
• HR headcount ratios
• Administrative cost per employee
• Filling the skills gap
• Satisfaction surveys
• Internal Frameworks
• External Perception
• Learning and Development
• Job analysis and evaluation
• Capability review

Metrics and Analytics

• What should be measured?
• The effectiveness of the HR function
• HR headcount ratios
• Administrative cost per employee
• Time to fill vacancies
• Filling the skills gap
• Satisfaction surveys
• Internal Frameworks
• Morale
• Motivation
• Investment
• Long-Term Development
• External Perception
• External Frameworks
• Human Capital Strategy
• Acquisition and Retention
• Learning and Development
• Primary and Secondary Indicators
• The use of narrative

Data Collection and Analysis

• Qualitative vs quantitative data
• What data does the HR analytical tool need?
• Methods of data collection
• Employee Self- assessment and self-report measures
• Methods of data analysis
• Data security

Behind and Beyond the Numbers; Creating a Positive Working Environment

• The use of narrative
• The Softer Side of HR
• Avoiding a blame culture
• The Relationship between HR and the Line
• The New Roles in the HR Function

Driving Organizational Change: Connecting HR Metrics and Analytics with Action 1

• Change Management
• Employee Relations
• The Relationship between HR and the Line
• Discipline and grievances
• Recruitment and Retention
• The Use of Competencies
• Employee Development
• Succession Planning

Driving Organizational Change: Connecting HR Metrics and Analytics with Action 2

• The balanced scorecard
• Employee Motivation
• Empowerment and Accountability
• Performance Management; The four-stage process – agreeing objectives, feedback, coaching and appraisal
• Conclusion and Action Planning

HR Metrics and Analytics for Improving Employee Performance and Productivity

• Performance management
• Employee engagement and motivation
• Empowerment and accountability
• Employee motivation
• The psychological contract

Way forward After the Training

Participants will develop a work plan through the help of facilitators that stipulates application of skills acquired in improving their organizations. ASPM will monitor implementation progress after the training.

Training Evaluation:

Participants will undertake a simple assessment before the training to gauge knowledge and skills and another assessment will be done after the training in-order to demonstrate knowledge gained through the training.