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Event Type
TrainingIndustry
HRDate
03 Aug - 04 Aug 09Venue
Berjaya Times Square Hotel & Convention Centre, Kuala Lumpur, MalaysiaRegister
HR Metrics
HR | Training | 03 Aug 09 - 04 Aug 09
Berjaya Times Square Hotel & Convention Centre, Kuala Lumpur, Malaysia
Developing an effective and result oriented metrics framework for your business.
Why is there so much talk about HR metrics these days? It’s because some high profile CEOs
like Jack Welch have convinced leaders that talent is important to competitive success and
augmenting profitability of company. If talent is important then we need to get more serious
about how we manage HR and this often means using more measurement (HR metrics).
But metrics can be a real minefield. Training’s program goal is to help people learn from the
successes of Western and Asian companies as well as learn from their mistakes. This is an
advanced program that helps you understand why HR metrics can be difficult and how to
neatly sidestep those difficulties.
This course is highly interactive so that you deal with the actual issues your organization face.
While you will examine the most sophisticated ideas in HR and also stay grounded in the real
world of your job.
Benefits of Attending
Upon completion of this seminar, participants will know:
- When to use HR metrics and when not to
- How to use assessment techniques to supplementmeasurement techniques
- What HR metrics are currently being used in large organizations
- The role HR metrics make in decision making
- How to make a business case so that leaders make the right decisions about what HR programs to invest in
- How to prepare a report on human capital for the Board & investors
- How to use HR metrics
- How to avoid the common problems in using metrics
- How to make decisions about HR programs (i.e. making a business case for HR).
- Why financial regulators in Europe & Japan are asking companies to publish more HR metrics—and what that means to your HR department.
- How to address challenge of change.
Who Should Attend?
Directors, Vice Presidents, General Managers, Heads and senior managers responsible for the following functions:
- Human Resources Development
- Talent Management
- Training and Development
- Recruitment
- Knowledge Management
- Organizational Development
- Workforce Planning
Course Outline
FOUNDATIONS
Why do we need metrics?
- Video
- Exercise: the push for metrics in the Gulf region
Key Principle: The “Q” Framework
- Getting and staying on track
- Role play of “Q” Framework
Setting Metrics Priorities
- Group Exercise
Special Tool: Speed Networking
The Dilemmas of Metrics
- Why metrics go wrong
- How to avoid the pitfalls
Key Principle: Metrics + Assessment
- The suite of tools HR needs for making decisions and justifying programs
Exploring Real Issues: Recruitment Metrics
- Time to fill
- Refining Time to fill metrics
- Operational issues
- Exercise: Cost per hire metrics
Raising the bar on recruitment
- Quality of hire metrics
METRICS & MAKING A BUSINESS CASE FOR HR
Special Exercise: Power Networking
Review of Day 1
What are we doing well
- Exercise: Identifying practices that work in this region
- Reports: Sharing best practices
Dr. McElfresh’s PARO model
- Understanding the model
- Applying the model in your company
The New Decision Science of Talentship
- The theory in a nutshell
- Applying the theory
- Ensuring CEO buy-in to HR’s top priorities
- Dr. Boudreau’s LAMP model
SPECIFIC OPERATIONAL ISSUES
Review of Day 2
Special Exercise: Open Space
Specific Operational Issues
- Recruitment metrics
- Training metrics
- Performance Management metrics
- Compensation metrics
- Culture & OD metrics
- Succession Planning & Leadership Development Metrics
- Metrics for specific HR initiatives
Group exercises
- Resolving any local issues with metrics we haven’t covered
HR METRICS FOR THE BOARD & INVESTORS
Why the CFO Cares about HR Metrics
- The rise of intangibles
- Legislation in Europe
- Legislation in Japan
- Social Responsibility Reporting
- Discussion on regional issues
What the Fortune 100 Reports about Human Capital
- Typical Reporting
- Best-in-class reporting
- Lessons learned
Key Principle: What matters most
- Workforce vs. HR metrics
How to create your own human capital report
- What to do about limited HR resources
- A simple reporting model
Exercise: creating your own human capital report
- What is practical
- How to implement
Group Exercise: linking imagination to action
- Powerful ideas
- Specific improvements
- Preventing paralysis
- Action plans
Closing Review
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