The document discusses the importance of measuring employee productivity for organizations. It states that the key metrics for measuring productivity are capital productivity, labor productivity, and employee productivity. Organizations that effectively measure these productivity metrics see benefits like increased profitability, revenue growth, customer advocacy, and lower employee turnover. However, many organizations do not focus enough on measuring productivity. The document argues that companies should invest in strategic cloud-based HR software that helps measure employee productivity in order to improve business outcomes and drive organizational growth.

1. 4
People
Elements
you
must
Capture
&
Measure
Turbo
Boost
your
Organiza;on’s
Produc;vity

2. 5 Years of Operations
1 Message to Share
Happy Clients | Happy Employees
has kept us
ALWAYS IN MOTION

4. Measuring
Productivity
is the key to increase
an
Organization’s
Profitability

5. “Without productivity objectives, a business does not have direction.
Without productivity measurement, a business does not have control.”
- Peter Drucker

6. Productivity = Output ÷ Input

7. CAPITAL PRODUCTIVITY
Capital
produc;vity
results
from
improvements
in
the
machinery
and
equipment
used,
as
well
as
the
skills
of
the
labour
using
the
capital,
processes

8. LABOUR PRODUCTIVITY
Defined
as
value
added
per
worker,
is
the
most
common
measure
of
produc;vity.
It
reflects
the
effec;veness
and
efficiency
of
labour
in
the
produc;on
and
sale
of
the
output.

9. EMPLOYEE
PRODUCTIVITY
CAPITAL
PRODUCTIVITY
LABOUR
PRODUCTIVITY

10. Labour
Produc+vity
Capital
Produc+vity

11. ORGANIZATIONS
WITH
HIGH
LEVELS
OF
EMPLOYEE
PRODUCITIVTY
OUTPERFORM
THEIR
COMPETITION
2
X
NET
PROFIT
+
12
%
REVENUE
GROWTH
2.5
X
PRODUCTIVITY
CUSTOMER
ADVOCACY
+
12
%
-­‐
40
%
EMPLOYEE
TURNOVER

12. IF
THERE’S
SUCH
A
STRONG
BUSINESS
CASE
FOR
EMPLOYEE
PRODUCITIVTY
WHY
IS
SO
LITTLE
BEING
DONE
?

13. RULES4

14. TREAT YOUR
AS
EMPLOYEES
KING
1

15. Sell
Produce
Service
Maintain

16. CONTINUOUS
FOCUS ON
SKILL
DEVELOPMENT
2

17. SKILL ASSURANCE
SELF PERFORMANCE
TRACKING
PUSH BASED
FILTERED LEARNING
Onboarding - TIME TO PERFECTION

18. TACIT
KNOWLEDGE
RETENTION
3

19. SOCIAL LEARNING

20. CULTIVATE
LEADERS
4

21. The
one’s
who
Innovate,
Strategize
&
Decide

23. Strategic HR
It’s
NOT
about
mapping
your
key
user’s
requirement
or
your
unique
processes.
It’s
about
ENGAGING
EVERYONE…
EACH
SINGLE
EMPLOYEE

24. EMPLOYEES SHOULD LOVE USING IT.
Strategic
HR
SYSTEM
SHOULD
HAVE
A
COMBINATION
OF
SUCH
UI
&
INNOVATION
That
using
the
sodware
becomes
a
User
Delight….

25.
Take
out
the
cumbersome
job
which
keeps
IT
and
HR
busy
in
system
upgrades
and
Tes;ng
JUST
GIVE
THEM
A
SYSTEM
WHICH
MEASURES
EMPLOYEES
PRODUCTIVITY

26. Produc;vity
is
the
key
to
drive
a
Business
Most
important
assets
are
not
listed
on
your
Financial
Statements,
and
yet
they
play
the
most
cri;cal
role
to
achieve
Business
Growth.
Your
EMPLOYEES
Make
the
right
arguments
for
your
HR
Budget.

27. KEY TAKE AWAY………
1. Strategic HR is NOT a cost center. It’s the productivity platform of
your organization. Make the right arguments for your Strategic HR
Budget.
2. Businesses should adopt Strategic Cloud HR Software as a
Service so that HR can focus on measuring & increasing Employee
Productivity.
3. Businesses should NOT focus on their own process fitment while
choosing a Strategic HR Software.
4. Choose a Strategic HR Software which has such
UI & Interactive Features that generates sheer user
delight.

28. Manu Khetan
Founder & CEO
For Strategic HR - Consulting & Implementation
Email us at
strategicHR@rollingarrays.com
or visit www.rollingarrays.com
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