HR Matrics – Defining metrics, Demographics, data sources and requirements, Types of data, tying data sets together, Difficulties in obtaining data, ethics of measurement and evaluation. Human capital analytics continuum.
HR Analytics in Perspective: Role of Analytics, Defining HR Analytics, HR Analytics: The Third Wave for HR value creation, HR Measurement journey in tune with HR maturity journey Understanding the organizational system (Lean) , Locating the HR challenge in the system , Valuing HR Analytics in the organizational system, Typical problems (working session)
Insight into Data Driven HRA: Typical data sources, Typical questions faced (survey), Typical data issues, Connecting HR Analytics to business benefit (case studies), Techniques for establishing questions, Building support and interest , Obtaining data, Cleaning data (exercise), Supplementing data
HR Analytics in Perspective: Role of Analytics, Defining HR Analytics, HR Analytics: The Third Wave for HR value creation, HR Measurement journey in tune with HR maturity journey Understanding the organizational system (Lean) , Locating the HR challenge in the system , Valuing HR Analytics in the organizational system, Typical problems (working session)
Insight into Data Driven HRA: Typical data sources, Typical questions faced (survey), Typical data issues, Connecting HR Analytics to business benefit (case studies), Techniques for establishing questions, Building support and interest , Obtaining data, Cleaning data (exercise), Supplementing data
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.
HR Scorecard
Assessing HR Program, engagement and Turnover, Finding money in Analytics, Linking HR Data to operational performance, HR Data and stock performance. Creating HR Scorecard, develop an HR measurement system, guidelines for implementing a HR Scorecard.
Types of hr strategies - strategic human resource management - Manu melwin joymanumelwin
Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. These are:
Overarching strategies; and
Specific strategies relating to the different aspects of human resource management.
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.
HR Scorecard
Assessing HR Program, engagement and Turnover, Finding money in Analytics, Linking HR Data to operational performance, HR Data and stock performance. Creating HR Scorecard, develop an HR measurement system, guidelines for implementing a HR Scorecard.
In this file, you can ref useful information about appraisal of performance such as appraisal of performance methods, appraisal of performance tips, appraisal of performance forms, appraisal of performance phrases … If you need more assistant for appraisal of performance, please leave your comment at the end of file.
Engagement Is Overrated: Use Your Surveys to Drive Business ResultsHuman Capital Media
An employee survey can be a useful tool but only if it’s used to measure the right thing. Several areas are trending in the employee survey world now: empowerment, satisfaction, best place to work, commitment and engagement. There is even a vendor talking about sustainable engagement. The question is, can you demonstrate how your employee survey improves business performance by focusing on these areas?
Measuring engagement was thought to be the savior of the employee survey process. Unfortunately, engagement is not a business outcome, so simply measuring engagement won’t convince skeptical leaders that employee attitudes are important to business performance.
Join this webinar and learn how to:
Link employee attitudes directly to business outcomes (e.g., sales, productivity).
Prioritize interventions that have the greatest impact on business outcomes.
Focus front-line managers on the areas that will improve performance.
Apply survey best practices to your employee survey.
Show the business impact of improving key business drivers from your survey.
In-depth discussion of HR Key Performance Indicators - selecting, measuring them, and designing tracking and decision processes to enable a strong, sustaining competitive advantage in your business... This deck was presented on 4-7-2015 as part of a BLR sponsored Webinar .
Actionable Insights through Innovative Talent Assessment – How Big Data is Ch...TALiNT Partners
What is Big Data? And How Do We Use It in Recruitment?
Combining Big Data and Online Assessments to form Actionable Insights
Case studies from a Global Investment Bank and an International Technology Company
A talk by Aaron Adams
Partner - HR Strategy & Alignment, Engagedly
Change is never going to be slower than it is today...isn't that the truth. With a significant number of the workforce having to work remotely we'll discuss ways to keep employees engaged and manage performance.
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/remote-work-onboarding-for-improved-performance-during-times-of-chaos/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
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Workday Talent and Performance gives you detailed insight into your workforce to drive organizational growth.
• Tap into the power of your workforce: Use employee data—such as performance, skills, and career interests—to realize the full potential of your organization and your people.
• Lead change: Understand your workers’ skills and capabilities, and inform global talent planning to achieve strategic business objectives.
• Develop your workforce: Fill gaps with top internal, external, and
contingent candidates. Easily assess individuals, recruit, and take
action—all from your browser or mobile device.
• Engage your people: Provide continuous and periodic feedback as well as regular check-ins to drive engagement and enhance the strength of your workforce.
In this file, you can ref useful information about employee performance appraisal such as employee performance appraisal methods, employee performance appraisal tips, employee performance appraisal forms, employee performance appraisal phrases … If you need more assistant for employee performance appraisal, please leave your comment at the end of file.
Unit - 6_Strategic Management (18MBA25)_Strategy ImplementationVijay K S
Organizational design, structures and controls. Importance of integrating strategy implementation and strategy formulation. Organizational structures used to implement different business level strategies. Organizational structures used to implement different corporate level strategy. How corporate culture promotes implementation of strategy, types of control systems.
Unit - 5_Part A_Strategic Management (18MBA25)_EntrepreneurshipVijay K S
Business planning in different environment - Entrepreneurial level Business planning – Multistage wealth creation model for entrepreneurs – Planning for large and diversified companies
Unit - 4_Part A_Strategic Management (18MBA25)_Internal AnalysisVijay K S
Analyzing a company’s resources and competitive position – Analysis of a Company’s present strategies - SWOT Analysis – Value Chain Analysis - Bench marking
Unit - 3_Strategic Management (18MBA25)_ External AnalysisVijay K S
Analyzing a Company’ s External Environment – The Strategically relevant components of a Company’s External Environment – Industry Analysis - what factors are driving industry change and its impact - Porter’s dominant economic feature - Competitive Environment Analysis - Porter’s Five Forces model – Key Success Factors concept and implementation.
Unit - 2_Strategic Management (18MBA25)_Formulation & IntentVijay K S
Strategy Formulation- Understand strategic management process business definition & Organization values that build mission statement. Describe strategic vision, mission, goals, long term objectives, short term objectives and discuss their value to the strategic management process. Balanced Score card.
Unit - 1_Strategic Management (18MBA25)_IntroductionVijay K S
Meaning and Nature of Strategic Management, its Importance and relevance and . Characteristics of Strategic Management, The Strategic Management Process. Relationship between a Company ‘ s Strategy and its Business Model
Strategy formulation at the corporate level will defines the Growth, Stability and Retrenchment. This phase includes the Directional Strategies, Corporate Portfolio Analysis and Corporate Parenting
One of the biggest challenge associate with any organization is the implementation of the planned strategy. In this phase the organization has work hard to make sure their SYSTEMS, STRUCTURE and CULTURE should be in a better shape to make sure the planned strategies are implemented.
Business Level Strategy formulation is very crucial for the success of any corporation. Here the Organization will intend to figure-out who to make the business unit or the product lines are competitive and making sure their success
The Presentation is on the Strategic Formulation, where the students and people from corporate can use this as a guiding document. This is in continuation with the Environmental scanning and Internal analysis
Environmental scanning - External AnalysisVijay K S
Slides talk about the Environmental scanning in particular, External Analysis. External analysis includes the analysis of Macro and Micro factors which impact on the business.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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2. Defining Metrics
“A System or a standard of Metrics”
“Simply put, Metrics are a way to quantify, measure, and track
key performance indicators”
In HR, Metrics are used to measure and track the performance
of the company’s largest investment.
Prof. Vijay K S Bapuji B-Schools, Davangere
3. Defining Metrics
Some questions need to be asked
- Why do we track metrics?
- Why are they important?
- What metrics do we track?
- What do we do with the information we track?
Prof. Vijay K S Bapuji B-Schools, Davangere
4. Defining HR Metrics
Human Resource (HR) metrics are measurements used to determine
the value and effectiveness of HR initiatives, typically including such
areas as turnover, training, return on human capital, costs of labor,
and expenses per employee.
Prof. Vijay K S Bapuji B-Schools, Davangere
5. Human Resources’ role in Metrics and Analytics
- Shift in focus from administrative to strategic
- Focus on revenue, Growth, Market share, Productivity.
- HR has direct impact on data driven decisions
- Data is the key
Prof. Vijay K S Bapuji B-Schools, Davangere
6. The connection between the organizational strategy and HR
In some way that an organization has a specific strategy, so
must HR.
To demonstrate HR’s value to the organization, metrics must
tie to what is most important to the C-Suite
In other words, HR metrics must tie directly or indirectly to the
organizational strategy
Rachel Salley
, HR Manager at Vology, Inc.
https://www.slideshare.net/rmsalley/what-are-you-worth-measuring-your-valueadd-through-hr-metrics?from_action=save
Reference:
Prof. Vijay K S Bapuji B-Schools, Davangere
7. How HR can bring value to the organization through metrics
Understand WHY you are measuring
- Don’t measure just for the sake of measurement
- What do you hope to discover, improve, increase/decrease with metrics
- Have an action plan once metrics are attained
Understand WHAT you are measuring
- Metrics must relate to business
- Metrics must be important to the leader
- Metrics should be easy to gather, analyse and disseminate
Rachel Salley
, HR Manager at Vology, Inc.
https://www.slideshare.net/rmsalley/what-are-you-worth-measuring-your-valueadd-through-hr-metrics?from_action=save
Reference:
Prof. Vijay K S Bapuji B-Schools, Davangere
8. How to define and implement HR metrics into your organization
Rachel Salley
, HR Manager at Vology, Inc.
https://www.slideshare.net/rmsalley/what-are-you-worth-measuring-your-valueadd-through-hr-metrics?from_action=save
Organizational Strategy
Defined
- Cost cutting
- Improve customer
satisfaction
- Develop new
technology to remain
competitive
HR Strategy Defined
- Decrease recruitment
cost
- Increase customer
service training
- Source and hire better
talent
HR Metrics Defined
- Reduce recruitment
cost by 20%
- Increase performance
level
- 10% of new hire
performing above the
average.
Reference:
Prof. Vijay K S Bapuji B-Schools, Davangere
9. Key Points To Remember
- Matric should give the whole picture, including the cost, quality, quantity, time,
cost and effectiveness
- Focus on key area where change is necessary
- Develop a benchmark to use for evaluating progress towards goals
- Set goals and establish metrics for measuring progress
- If possible, compare with Competitors
- Use the language of your leaders
- Hard metrics(real data) are better than soft metrics
- HR Metrics are directly related to important business issues
- Easy to understand and data should be readily available
- Don’t keep metrics as secret
- Use metrics to identify trends and head off problems on the horizon
- Don’t be afraid of metrics and measuring data
Rachel Salley
, HR Manager at Vology, Inc.
https://www.slideshare.net/rmsalley/what-are-you-worth-measuring-your-valueadd-through-hr-metrics?from_action=save
Reference:
Prof. Vijay K S Bapuji B-Schools, Davangere
10. Demographics
As you create the measurement plan, consider which
demographics have are a reasonable connection to the
investment, as well as the type of demographic data that is
available.
Prof. Vijay K S Bapuji B-Schools, Davangere
11. Demographics
Two Categories:
- Individual – Individuals personality traits, such as age,
gender, education level, ethnicity and so on.
- Organizational – derived from some unit the individual is
part of – Region, division and work unit and so on
These data come from different sources and are linked back to
individual.
Organizational demographics are more fluid than the individual
demographics
Prof. Vijay K S Bapuji B-Schools, Davangere
12. Data sources and requirements• Operations
• Compensation
• Customer service
• Human resources information systems (HRIS)
• Learning management systems (LMS)
• Social media and non-traditional learning systems
• Engagement
• Surveys
• Performance management systems
• Interviews and estimation by experts
• Public data from outside the organization
Prof. Vijay K S Bapuji B-Schools, Davangere
13. Types of Data
Operational Data:
- Tracks the business processes
- Sales commission, revenue, Call centre information, defects, safety
incidents,
- This has a advantage as it is closest to the cash flow and likely to be well
organised and closely tracked
- It doesn’t have privacy issue as it is with HR Data
- The results with the analysis of this data has got instant credibility because
the metrics align with those tracked by executives.
Prof. Vijay K S Bapuji B-Schools, Davangere
14. Types of Data
Customer service data:
- Addresses the important business processes – in particularly where there is
a high ratio of customers facing employees i.e. “Surface Area”
- It can be measured in many ways
- Reported satisfaction
- Business Results
Prof. Vijay K S Bapuji B-Schools, Davangere
15. Types of Data
Human Resource Information System:
- Primarily they provide demographic information – education, tenure, job
title and other details
- It includes compensation data
- Provides master list of participants in the measurement of project
- Most likely source for mapping data that ties different data set together
Prof. Vijay K S Bapuji B-Schools, Davangere
16. Types of Data
Learning Management System.
- Contains information about training, which is a common focus of human
capital investment measurement.
- Training received and date on which the training received
- Online training virtually always contain ways of tracking this information
- Traditional classroom method has an issue of tracking – Logbook of
classroom booking and simple spreadsheet maintains the same is ideal
Prof. Vijay K S Bapuji B-Schools, Davangere
17. Types of Data
Social media and informal learning system.
Organizations use social media in different fashion
- Promoting and sharing information about the company with the outsider
- Recording the public sentiment about the company and its Products and
Services
- Use social media internally providing a forum for employee to browse
and post useful content.
- Mind set of social media is still a challenge as it requires relinquishing
central control and allowing free, unstructured exchange of information.
- If we collect the information about who has collected the information, it is
possible to directly measure impact on individual.
- External social media may be difficult to or impossible platform on which to
measure information.
Prof. Vijay K S Bapuji B-Schools, Davangere
18. Types of Data
Engagement Survey.
- Effective instrument for gauging sentiment by employees and are gaining
the popularity
- Includes gauging the employees satisfaction with their managers or with
their careers
- Because of its confidentiality these surveys are very difficult to map to a
particular individual or to a “Manager”
- Here the involvement of third party will make better sense
- Confidentiality is the important issue and all employees should not worry
about “Who is might read their information?’’ and the further
consequences
- There are issues with the surveys
Prof. Vijay K S Bapuji B-Schools, Davangere
19. Types of Data
Psychological Testing:
- These show promise in predicting the performance on job metrics, both
individual sense and “fit” towards the team.
- The role of “Psychological and social capital” in creating and maintaining a
dynamic, productive workplace is an area of growing importance.
- Research suggest that the concepts such as “Self efficacy, hope and
resilience are important constructs in understanding employee
performance.
-
Prof. Vijay K S Bapuji B-Schools, Davangere
20. Types of Data
Performance Management System:
- Internal rating and planning systems designed to evaluate employees or
teams or to plan for future development for those employees.
- 360 Degree evaluation system
- KPI
- These can results in proposing someone for training programmes
- Relationship between the KPI’s and Performance system can be tested
Prof. Vijay K S Bapuji B-Schools, Davangere
21. Types of Data
Expert estimation:
- This is one way of collecting data from many things
- Information such as estimation of cost of security breach, the likely wood of
success for particular projects, or the amount of revenue a new project
could generate
- This method is commonly applied to costs and risks
Prof. Vijay K S Bapuji B-Schools, Davangere
22. Types of Data
Public date from outside the organization:
- Bureau of Labour statistics
- Stock performances – Positively with compensation and negatively with
turnover
- Currency exchange, in particular to multinational organizations
- Benchmarking
Prof. Vijay K S Bapuji B-Schools, Davangere
23. Tying your data sets together
- Crucial task is to combine date from different sources
- “Unique identifiers” – Employee ID, E-mail ID, Social Security Number or
Aadhar Number.
- To make connection between data sets, your data analysts will need one or
more unique identifiers.
- With people or employees generally identifiers are the employee ID
- The numeric identifiers are clean, efficiently stored and unambiguous. And
they also protect the privacy of the individual.
- Proper names are the messy identifiers – There are multiple issues.
- IF the performance management system uses employee ID, a training
system uses proper name, and the other systems that use E-mail address, all
will not get into how mapping can be created, but good analyst will be able
to manage.
-Prof. Vijay K S Bapuji B-Schools, Davangere
24. Where the data may exist?
Human
Resources
Learning
Operations
Prof. Vijay K S Bapuji B-Schools, Davangere
25. Difficulties in Obtaining Data
- Data availability in many systems; difficulty in comparison and consolidation
- Need Approvals and conditions to get the data.
- Problem of negotiation in sharing the data; convincing that the amount of
data was of advantage to no one.
- The stakeholder’s apprehension about the results
- Some data stored externally and will require cooperation between different
companies
Prof. Vijay K S Bapuji B-Schools, Davangere
26. Difficulties in Obtaining Data Conti….
- Systems have different criteria for including and excluding employees, such
as terminated employees, summer interns, contract and temporary workers
and more
- Some systems may use a convention for identifying employees that does not
exist elsewhere
- Employees may have slightly different identifiers in different systems.
- Not all employees belong in all data sets.
- Identifiers may change over time
Prof. Vijay K S Bapuji B-Schools, Davangere
27. Ethics of Measurement and Evaluation
- Sensitive information – Confidentiality – Using employee ID can safeguard –
“hashing” of identifiers, unique and reproducible but does not give
information to prying eyes. Secure and encrypted channels to safeguard the
information.
- Justification to some decision – by knowledge and techniques, which may
affect their life.
- Presence of wisdom and kindness in your process – HR analytics should
provide toolkit to make tough decision
Prof. Vijay K S Bapuji B-Schools, Davangere
28. Ethics of Measurement and Evaluation
- Seeking the help of the stakeholders and compliance officers regarding
understanding on “What data are off limits for making decision?” Example-
Pharmaceutical companies giving continuous education on the treatment.
- Considering the race, gender and age, as they are very critical in making the
sensitive decision
Prof. Vijay K S Bapuji B-Schools, Davangere
29. Human Capital Analytics Continuum
Anecdotes / Reports
Scorecards & Dash Boards
Benchmarks
Correlations
Regression and Causation
Optimization
Prof. Vijay K S Bapuji B-Schools, Davangere