HR Scorecard 2 - Practical Example and Some Metrics
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Transcript of HR Scorecard 2 - Practical Example and Some Metrics
HR Scorecard and Metrics
Practical exercise
Consider this…
The Art of the Start
Look out for
Making meaning“Mantra” ?Doing things much betterProfessional courage – pleasingReal prioritiesHiring better than yourselfHiring evangialistsPresentingBelieving in yourself
The BSC Map Logic
Cost Efficiency
Long-term Shareholder Value
Revenue Growth
Price Availability BrandServiceQuality
Operations Management
Processes
Human Capital
CustomerManagement
Processes
Innovation Processes
Regulatory and Social Processes
Organization Capital Information Capital
Financial
Customer
Internal Process
Learning & Growth
How can HR add financial value to the business
Process Question
Improve ROI of Strategic Interventions
Enhance Productivity
Optimize Cost Ratio
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
• Total labour• Industrial action• Absent etc
• ROI of HR Strategic Programs
• Profit per Employee• Revenue per
Employee
Answer Focus
Improve ROI of Strategic Interventions
Enhance Productivity
Optimize Cost Ratio
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
• Total labour• Industrial action• Absent etc
• ROI of HR Strategic Programs
• Profit per Employee• Revenue per
Employee
Answer Focus
How do we enable optimal customer/stakeholder servicing/interaction
Process Question
How does HR improve its standing/status in the
eyes of their customer/stakeholders`
Process Question
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
• Ranking in “Best Place to Work Annual Survey” (conducted by Fortune Magazine)
• Engagement Q12 etc
• Satisfaction surveys etc
Enable creation of right performance climate
Enhance internal HR customer/Stakeholder Satisfaction
Answer Focus
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
• Ranking in “Best Place to Work Annual Survey” (conducted by Fortune Magazine)
• Engagement Q12 etc
• Satisfaction surveys etc
Enable creation of right performance climate
Enhance internal HR customer/Stakeholder Satisfaction
Answer Focus
Which HR Systems Need to Excel to Ensure
Business Meet Their SVP
Process Question
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Develop Strategic Competencies
Excellent Attraction And Retention Processes
• Average lead time to recruit employees
• Recruiting cost per employee
• Performance of New Recruits during the First Two Years of Employment
• Intention to leave
• Average Lead Time to Develop Strategic Competencies
• Average Lead Time to Close Strategic Competencies Gap
• % of Strategic Competencies Available within the Organization
Answer Focus
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Develop Strategic Competencies
Excellent Attraction And Retention Processes
• Average lead time to recruit employees
• Recruiting cost per employee
• Performance of New Recruits during the First Two Years of Employment
• Intention to leave
• Average Lead Time to Develop Strategic Competencies
• Average Lead Time to Close Strategic Competencies Gap
• % of Strategic Competencies Available within the Organization
Answer Focus
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Performance and ConsequenceManagement
Excellent Talent Management
• Number of Qualified Talents per
Strategic Positions
• Progress of Talent Development
Plan (actual vs. plan)
• % of Senior Managers who Have
Been Promoted Internally
• Average Competency Assessment
Scores
• Pure compliance metrics (variances)
Answer Focus
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Performance and ConsequenceManagement
Excellent Talent Management
• Number of Qualified Talents per
Strategic Positions
• Progress of Talent Development
Plan (actual vs. plan)
• % of Senior Managers who Have
Been Promoted Internally
• Average Competency Assessment
Scores
• Pure compliance metrics (variances)
Answer Focus
Talent Management
•HIPOS•Scares category workers•Leaders
•HIPOS•Scares category workers•Leaders
DefinitionDefinitionCore learningRelationship based learningStretch learning (NB rigor cometency models; blocker positions; Affirmtation - EVP)Succcesion - readiness
Core learningRelationship based learningStretch learning (NB rigor cometency models; blocker positions; Affirmtation - EVP)Succcesion - readiness
Manage Pools of TalentManage Pools of Talent
•Good conceptual model• Accepted by line• Rigor in definition of constructs
•Good conceptual model• Accepted by line• Rigor in definition of constructs
What Would It Take ModelWhat Would It Take Model
•Branding•EVP’s•Branding•EVP’s
.Align Recruit and Selection.Align Recruit and Selection
• Based on WWIT Model identify instruments• Then go look for them - audit• Based on WWIT Model identify instruments• Then go look for them - audit
AuditAudit
•Rand D•Share best Practice•Rand D•Share best Practice
Shaping the Talent PoolShaping the Talent Pool
Personal Core•Courage and confidence•Drive for results•Willingness to learn•Emotional stability•Conceptual ability
Experience •Track record of achievement•People management•Project management•Other cultures/geogs
Business-mindedness•Business acumen•Broad scanning
Results
Execution•Delivery focus
Taking people along•Leadership•Developing Others•Influencing•Versatility
Know-how•Expertise•Best practice•Anglo businesses
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Alignment – Remuneration
Answer Focus
• Total labour cost• Permanent vis temporary money•Etc
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Alignment – Remuneration
Answer Focus
• Total labour cost• Permanent vis temporary money•Etc
Are HR performance and capabilities aligned
Process Question
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Deploy HRIS
Develop Internal HR Capabilities
• % of HR Employees who
Develop Individual
Development Plan
• % of HR Employees who
Fully Execute Their Individual
Development Plan
• Progress of HR Portal
Implementation (actual vs.
plan)
• Accuracy Level of HR
Database
Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators
Deploy HRIS
Develop Internal HR Capabilities
• % of HR Employees who
Develop Individual
Development Plan
• % of HR Employees who
Fully Execute Their Individual
Development Plan
• Progress of HR Portal
Implementation (actual vs.
plan)
• Accuracy Level of HR
Database
Drive Long termShareholder Value
Enhance ROI of HR Strategic Initiatives
Develop Internal HR Capabilities
Develop Strategic Employee
Competencies
Deploy HRIS System
Financial
InternalCustomers
HR Internal Process
Learning
Create High Performance Climate
Enhance “Internal Customer” (Employee)
Satisfaction
Enhance Employee Productivity
Apply Excellent Recruitment
Process
Optimize Performance
Management System
Implement Best Talent Management
Practices
The HR Scorecard Map Logic
HR Scorecard and Metrics
Session 6- A Compendium of HR Metrics
HR Scorecard and Metrics
Staffing
HR Scorecard and Metrics
Staffing- General
Staffing effectiveness:TransferPromotionsDemotions
Employment Brand StrengthEmployment Brand Strength
External Hire RateExternal Hire Rate
Recruitment source BreakdownRecruitment source Breakdown
HR Scorecard and Metrics
Staffing- Movement
Cross-function MobilityCross-function Mobility
Promotion RatePromotion Rate
HR Scorecard and Metrics
Staffing- Effectiveness
Applicant Interview RateApplicant Interview Rate
Interviews per HireInterviews per Hire
Time to FillTime to Fill
On Time Talent DeliveryOn Time Talent Delivery
Cost Per HireCost Per Hire
HR Scorecard and Metrics
Retention
HR Scorecard and Metrics
Retention-Turnover
Retention RateRetention Rate
Terminations by Performance RatingTerminations by Performance Rating
Termination by ReasonTermination by Reason
Engagements IndexEngagements Index
Offer Fit IndexOffer Fit Index
Avg Termination ValueAvg Termination Value
HR Scorecard and Metrics
Workforce Capability
Turnaround RateTurnaround Rate
High Performer Growth RateHigh Performer Growth Rate
Staffing Rate HIPO’sStaffing Rate HIPO’s
Positions Without Ready CandidatePositions Without Ready Candidate
HR Scorecard and Metrics
Compensation and Benefits
Average Cost Rate of ContractorsAverage Cost Rate of Contractors
Direct Compensation to Operating Direct Compensation to Operating ExpenseExpense
Pay SatisfactionPay Satisfaction
HR Scorecard and Metrics
Environment
Compensation Value of Unscheduled Compensation Value of Unscheduled AbsencesAbsences
Grievance Time to ResolveGrievance Time to Resolve
Average Time Lost Per HS IncidentAverage Time Lost Per HS Incident
HR Scorecard and Metrics
HR Service Delivery
HR SatisfactionHR Satisfaction
HR ExpenseHR Expense
HR Scorecard and Metrics
Organizational Effectiveness
Human Capital ROIHuman Capital ROI
Five Minutes