(HR KPIs) Human Resources KPIs Benchmarking HR Performance
(HR KPIs) Human Resources KPIs Benchmarking HR Performance:
The influential American management consultant Dr. W. Edwards Deming once said “Without data, you’re just another person with an opinion”.
It is impossible to improve if you do not measure the results of your work, and to measure success, you need performance indicators.
Key performance indicators in (HR KPIs) are absolutely critical for getting the most out of data. After all, how can you manage what you do not measure?
More importantly than presenting important Human Resources KPIs that you can easily use in your department, this course will help you learn how to articulate Human Resources KPIs that reflect your organization’s goals and align with its core strategy.
In a nutshell, this is your one-stop Human Resources KPIs mastery course!
What are HR KPIs?
Human Resources key performance indicators (Human Resources KPIs) are strategic metrics that are used to measure HR progress toward realizing the organization’s strategy and short-term and long-term goals.
How can HR use KPIs?
HR managers need to identify leading and lagging KPIs to predict future success and to track past performance.
Human Resources KPIs will enable HR managers to benchmark the effectiveness of their HR strategies- processes, practices and results-against the HR strategies of other organizations or across departments to support the overall organization strategy to achieve business goals.
What are examples of KPIs?
KPIs can be Organizational KPIs (example: Salary Competitiveness, career growth), Financial KPIs (example: Cost per Hire, Compensation & Benefits) and Process KPIs (example: Measuring Efficiency of Recruitment and Selection, Employee Productivity Rate) and Personnel KPIs (example: Absence Rate, Turnover rate).
What are your top 3 Key Performance Indicators?
If you do a simple research on what the best HR KPIs are, you will find countless books, articles and resources listing dozens of common Human Resources KPIs such as average interviewing cost, average length of service, absenteeism rate, overtime hours, cost of training, employee productivity, etc.
but many of these KPIs don’t align with your organizational strategy as they tell you nothing about EFFECTIVENESS which is the key word here.
Always remember that every organization is different, and KPIs must reflect that uniqueness.
Good KPIs are SMART, meaningful, explorable, actionable, and aligned with each other and with the organizational strategy.
In this course, you will learn how to identify the metrics which will directly contribute to reaching your organization’s strategy.
How do you measure HR activity?
Every HR department has its own objectives and priorities.
Your top priority right now might be dealing with a shortage in staff.
Another company may be dealing with the rise of automation. Another may require a significant increase to their corporate brand. So, it makes sense that certain indications are better suited to different HR departments. This course advocates starting with your objectives and priorities rather than the indicators.
How can this HR KPIs training course help you?
In this HR KPIs course, HR professionals will understand several metrics used to measure Human Resources KPIs, and the Characteristics of KPIs.
Participants in Human Resources KPIs training will learn how to interpret KPIs and to benchmark the effectiveness of their organization’s HR processes against other competitors and make recommendations for better KPI metrics performance and stronger relationship to business strategy.
Similar Program: Human Resources Metrics and Analytics
This Human Resources KPIs Training course is also available online, please contact us to get the HR KPIs online training course outline: