SIDDHARTHA CONSULTANCY SERVICES
              Add: D-35, Pandav Nagar, Opp. Mother Dairy, New Delhi-92 www.scsuniversal.co...
THE VALUE OF STRATEGIC THINKING AND PLANNING

We believe that every organization can benefit from a strategic plan. The va...
KPI for recruitment process
1. Number of applicants attracted per method

2. Number of applicants attracted by length of t...
Enhance internal customers (employees                     Employee satisfaction index
satisfaction)

Apply excellent recru...
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What Is Hr Strategic Objective, Its Indicator And How To Monior It For Organisational Benefits By Gajendra Khare

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siddhartha consultancy services
www.scsuniversal.com
HR Consulting
Competency Mapping
Assessment Center
Mentoring
Performance Evaluation and Linking
with Reward Systems


Designing HR Processes
HR Outsourcing
Training Need Analysis
Training Evaluation

Psychometric Testing
Personality Profiling
Individual, Team and Organizational Tests
Organizational Survey



Recruitment for National and Overseas
Skills and Competency based selection
Competency Assessment for short listed candidates to fulfill the exact needs of jobs





Training Programmes at SCS
Managerial Skills
Communication Skills
Presentation Skills
Team Building
Leadership
Emotional intelligence
Time and Task Management
Creativity and Problem Solving
Analytical Thinking and Decision Making
Soft skill training for management trainees
Stress Management
HR for Line Managers
Interviewing Skills
Mentoring and Coaching
Counseling
Competency Mapping
Psychometric Testing


ISO 9001 /- Quality Management System
ISO 14001 - /Environment Management System
OHSAS 18001 - /Occupational Health & Safety
ISO 22000 / HACCP / BRC - /Food Safety Management
ISO 27001 - /Information security Management System
Software Management , Risk Assessment/ Design Management, Audit Services

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What Is Hr Strategic Objective, Its Indicator And How To Monior It For Organisational Benefits By Gajendra Khare

  1. 1. SIDDHARTHA CONSULTANCY SERVICES Add: D-35, Pandav Nagar, Opp. Mother Dairy, New Delhi-92 www.scsuniversal.com WHAT IS HR STRATEGIC OBJECTIVE, ITS INDICATOR AND HOW TO MONIOR IT FOR ORGANISATIONAL BENEFITS: Human resource plays a vital role in organizational growth & its effectiveness. Its entirely depends upon number of factors involved human resource management. There are no short cuts when it comes to building a great organization. There are, however, creative ways to discover solutions to the challenges you and your organization face. It begins with you: 1. You must be willing to face your organizational challenges head on and come out a strategic plan to combat it. 2. You need to invest your time and energy in designing an effective strategy and strategic objective for the future. 3. You need to look at your own willingness, ability, and capacity to lead and to develop your leadership qualities. 4. You need personal commitment to both unlearning what you know and learning what you need to know. 5. You need to develop your leadership capacities and discover how to introduce and manage change The value of measuring of Human performance you have to ask two basic questions 1. What’s the value of measuring the effectiveness of HR process? 2. How do you currently measure the effectiveness of HR process & what are you doing now to track the effects of your HR efforts. Effective measurement systems serve two broad organizational purposes 1. Guide in decision making process 2. Evaluate program / departmental effectiveness for the attainment of overall organizational objectives. For the effectiveness and usefulness to an organization, measure of human resource development effectiveness should: 1. Identify a clear, consistent and compelling connection between the organization’s strategy and the work of each employees 2. Document the effects of human resource on an organization performance in credible ways that employees, line managers and supervisors can easily understand.
  2. 2. THE VALUE OF STRATEGIC THINKING AND PLANNING We believe that every organization can benefit from a strategic plan. The value of a plan lies in both the discipline it brings by systematically guiding deep reflections about the organization's future and the forces influencing that future — and in the resulting roadmap that charts a path into that future. The formal step- by-step process of identifying the organization's core purpose or ideology, assessing the complex environment in which it operates, and defining the methods it will use to fulfill this purpose can be a healthy and cathartic exercise that gets the organization to ask the big questions. By itself, however, the strategic plan isn't enough. Developing strategic thinking is just as important as developing a strategic plan — if not even more important. KPI for Measuring Employee Productivity 1. Average sales turnover per employee: (Total Sales / Number of employee) 2. Average profit per employee: (Net Profit/ Number of employee) 3. Human Capital Value added per employee - (Value of workforce’s knowledge skills and performance. This measurement illustrate how employees add value to organization (Revenue-(Operating Expense – {Compensation cost + benefits cost})/Number of employee 4. Absenteeism Rate: (Number of Days absent in a month) / (AVG employees during month x Number of workdays) x 100 5. Health Care cost: (Total cost of health care) / (Total employees) KPI for Measuring Employee Cost 1. Employment costs as % of sales turnover / profit 2. Employment costs per employee or cost per hire (Advertising + Agency Fees + Employee Referrals + Travel cost of applicants + Relocation cost + Recruiter pay and benefits) / Number of hires 3. Employment costs as % of operating costs 3. Employment costs as % of operating costs KPI for recruitment process
  3. 3. KPI for recruitment process 1. Number of applicants attracted per method 2. Number of applicants attracted by length of time 3. Costs per applicant attracted 4. Ratio of qualified to unqualified applicants attracted 5. Time from start to hiring of applicant (Time to fill) – Total days elapsed to fill requisitions / Number Hired 6. Total recruiting cost per employee hired 7. Job performance and tenure of employee attracted by method 8. Number of candidates interviewed 9. Proportion of those interviewed who receive invitations to visit 10. Proportion of those invited who accept offers to visit Other Important KPI for HR Process: Strategic Objective Key performance Indicator (KPI) Drive Long Term Share Holder value Share holder value Share holder value growth Enhance ROI of HR Strategic initiatives (Return on ROI of strategic programmes and initiative investment ratio for employees. Did organization get return on their investment? Analyze causes of (Human Capital ROI) = (Revenue-{operating positive / negative ROI metric. Use analysis as expense-(compensation cost + Benefits cost)} / opportunities to optimize investment with HR (compensation cost + Benefits cost) practice such as HR practice are having a casual relationship in positive changes to improve Enhance Employee Productivity Profit per employee Revenue per employee Create positive work environment Ranking to best place to work by annual survey (By any magazine in to this field) % of employee turnover rate Number of resignation during month/(Average number of employee during month) x 100
  4. 4. Enhance internal customers (employees Employee satisfaction index satisfaction) Apply excellent recruitment process Average lead time to recruit employee Recruiting cost per employee Performance of new recruits for first two years of employment ( Discussed above separately) Develop strategic competencies Average lead time to develop strategic competencies Average lead time to close strategic competencies gap % of strategic competencies available with in the organization Develop internal HR capabilities % of HR employees who develop individual development plan % of HR employee who fully execute their individual development plan Deploy HRIS system Progress of HR Portal implementation vs planned Accuracy level of HR database Article By , Mr. Gajendra Khare (M.Sc. (Maths), DIMS, MPA) Founder – Siddhartha Consultancy Services Former HR and Administration Manager, Apparel Group UAE; Mr. Khare has about 14 years of working experience with many prestigious organization of the country and overseas in the field of Human Resource Development (HRD), Administration, Liasoning, ISO-9000, MIS (Management Information Systems) and others. He has worked on a number of HRD and quality related assignments of various organizations. He has also worked in the area of Management Information Systems and implemented ERP modules in industries. He has been a member of various professional organizations in the fields of HR and quality etc. Mr. Gajendra Khare has developed and implemented various HR solutions to the industries successfully. He has also implemented ISO-9001:2008, ISO 13485 :2003 CE and WHO: GMP certification and also handled various administrative assignments and completed successfully. Contact: +919971090494; Email: gkhare@scsuniversal.com; gajendra.khare@gmail.com, web: www.scsuniversal.com

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