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Holzschu, Jordan, Schiff & Associates

Seminar Program

STRATEGIC HUMAN RESOURCES PRACTICES:
USING METRICS TO MAKE A DIFFERENCE
Use the link above to Register

February 23, 2005
Troy, Michigan

    Benefits of Attending

    How can an organization measure the value that each employee to the organization? How can it measure the effectiveness of its human resources department? Is there any way to evaluate international organizations? How can it evaluate the efficiency of its hiring practices? How can Human Resources show its value to the organization through an Annual Report? Can Human Resources become a Market-Valued resource to the organization? Metrics can provide the answer to these and many other questions.

    This course is aimed at teaching participants how to use metrics. This involves determining the variables that are important to measure; how to measure such variables; how to present the information collected; and how to engage in business planning using the information collected. Becoming a market-valued business unit to the organization. To illustrate the use of metrics in practice, a hypothetical case study will be developed and discussed. There will be an opportunity for all participants to ask individualized questions.

  1. AGENDA
    2.

    8:30 a.m. – 9:15 a.m.

    Metrics

      1. General Overview
        1. What Metrics Are
        2. Why Should You Care

        9:15 a.m. – 10:15 a.m.
      2. How to Use Metrics in Your Organization
        1. Identify what should be measured
          1. Organization specific
          2. Who should be involved in establishing the metrics to be used
          3. Go beyond just measuring human resources
        2. Ask the tough questions
          1. Will results be practical enough to use?
          2. Is what you are trying to measure really measurable?
          3. Are your goals realistic?
        3. Benchmarking and data collection

          4. Case Study: Cost of Turnover

        4. Presenting information gathered

         

        10:15 a.m. – 10:25 a.m.

        Break

        10:25 a.m. – 11:45 a.m.
      3. Human Resources Metrics
          1. Basic Measurement Concepts
            1. Organization and Operations
                1. Revenue, Expense and Income Factors
            2. Earnings Factor
            3. Sales Revenue Factor
            4. Human Capital ROI
            5. Human Economic Value Added
            6. Average Tenure
            7. Management and Executive Ratios
            8. Management and Executive Investment Factors
          2. HR Staff and Structure
              1. HR Headcount Ratios
          3. HR Investment Factors by HR Functional Area
          4. HR Employee Cost Factor
          5. HR Outsourcing and Consulting Costs
          6. HR Staff Breakdowns
          7. HRIT Investment Factor
          8. Training Investment Factor
          9. Training Staff Ratio
        1. Compensation and Benefits

          2.  
            1. Employee Cost Factor

        2. Compensation as a Percentage of Revenue
        3. Sales Revenue, and Operating Expense
        4. Workers Compensation Claim Factor
        5. Benefit Factor
        6. Healthcare Factor
        7. Benefit Plan Breakdown Costs
      4. Staffing and Hiring

        5.  
          1. Accession Rates

      5. Cost per Hire by Job Level and Source
      6. Requisition Rates
      7. Time to Fill and Time to Start
      8. Relocation Program Cost Factor
    1. Retention and Separations

      2.  
        1. Separation Rates

    2. Voluntary and Involuntary Separation Rates
    3. Voluntary Separation Rates by Length of Service
    4. Planned Separation Rate
    5. Unplanned Separation Rate
  2. Global Metrics
      1. Global-local balance.
      2. Global/national/regional characteristics
      3. Expatriate assignment costs

11:45 a.m. – 12:45 p.m.

Lunch (on your own)

12:45 p.m. – 2:00 p.m.
  • Advanced Metrics: Human Capital Metrics
      1. Getting to the bottom line: Factors to consider
        1. Human Capital Return on Investment (ROI)
        2. Human Capital Value Added
        3. Human Capital Cost
        4. Human Economic Value Added
        5. Human Market Value Added
        6. Separation Cost
        7. Total Compensation and Total Labor Cost Revenue Percents

    2:00 p.m. – 2:10 p.m.

    Break

    2:10 p.m. – 3:00 p.m.
  • Market-Valued Model: A new approach
      1. Determine the key issues. What are the organizations needs.
      2. Determine the impact on the business. How unresolved problems/issues impact the business.
      3. Develop collaborative solutions. Developing solutions with your client.
      4. Establish measurable outcomes. If step 2 is done correctly, measurables become apparent.
      5. Assess effectiveness. An ongoing process of fine tuning and adjustments.

    3:00 p.m. – 4:00 p.m.
  • Hypothetical Case Study: Effective Metrics in Practice

    • 4:00 p.m. – 4:30 p.m.

  • Roundtable Discussion/Question And Answer Session
    •

Registration Information

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