Introduction

People development has become a key concern for organizations - employees expect high quality development as part of their contract and are often what will attract an individual to one particular organization over another. The positive impact of people development through better communication, greater motivation and lower turnover, has been documented. But how do you measure the financial gain from developing people? Return on Investment (ROI) is something that organizations expect from their people development programs yet few know what it looks like, how to measure it or how to achieve it..

Objectives

This Training will help you is to raise HR's profile and standing in the business community as a function which is more than just an overhead cost but one that delivers real financial benefits to the business, by developing the use of key performance indicators.

Duration

1 Full Day

Course Outline

• HR Strategic Framework and key HR Initiatives
  What are your key HR initiatives for the next 12 months?
  Why are these HR initiatives being pursued?
• HR on the Board
  Is HR/Personnel represented at Main Board level?
  Competencies of Head of HR
• HR Numbers and Costs
  Average Ratio of HR Staff to Employees
  HR Staff Cost
• HR Team Role, Contribution, Time Allocation and Effectiveness
  What is the Role and Contribution of the HR Team?
  How is HR Time allocated to different HR Activities?
  How effective is the HR Team in the service it delivers?
• HR Outsourcing
  What HR Activities are Outsourced?
  What is the perceived effectiveness of Outsourced HR Activities?
• Recruitment and Selection
  Average Variable Cost per Recruit
  Average Number of Days Taken to Fill a Vacancy
  What percentage of Vacancies are filled First Time?
  What percentage of applicants have a Black or Minority Ethnic background?
• Training and Development
  Average Number of Days Training per Employee p.a.
  Average Variable Spend on Training per Employee p.a.
  What percentage of the Workforce experience Training?
  How do you determine Training and Development needs?
  How do you measure the impact of Training and Development?
• Managing Performance
  What percentage of your employees are set Individual Objectives (targets) each year?
  Is the achievement of Objectives linked to specific criteria?
  Staff Turnover and Retention
  % Staff Turnover
  Average Length of Service of Leavers
  % Recent Recruit Turnover Regulated
• Linking your strategy to performance : Balance Scorecard
  The factors
  The components to be taken in consideration for success
  The HR scorecard

  ^ Top