human capital analytics€¦ · hr metrics is recognized by shrm to offer shrm-cp or shrm-scp...

www.thehrmetrics.com [email protected]

UsingHUMAN CAPITAL ANALYTICSto Drive Business Results


During 2019, Organization has spent X amount on Hiring. “do you have a tangible metrics to prove quality of hire and its impact on productivity and profitabili-ty of organization”?

Organization has spent X amount on Diversity and Engagement. “do you have tangible metrics to prove Employee Engagement impact on productivity and profitability of organization”?

Organization has spent X amount on Training & Development. “do you have tangible metrics to prove Training Transfer to Workplace & its impact on

productivity & profitability of organization”?

Organization has spent X amount on Salary & Benefits. “do you have tangible metrics to prove impact of salary & benefits increase on productivity

and profitability of organization”?

Questions by the CEO

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Global research shows that companies which excel at people analyticsare 3.1 times more likely to outperform their peers financially. Read this article:https://www.insidehr.com.au/outperform-competitors-people-analytics/

In an increasingly competitive environment dominated by cost-cutting and tight budget justification, the role of Human Capital is becoming critical to the overall success of the organization. As the economy becoming service intensive, shareholders are beginning to realize that company’s true competitive advantage lies in human capital management.

BBusiness leaders don’t judge HR strategic contribution because of emotional activities in the organization but by the IMPACT on the business, which is always measured in financial terms. Numbers are the universal language of business. Organizational leaders prefer to take decisions on evidence-based data. Shareholders, board members, CEOs, CFOs all measure results. They are keen to see verifiable connections between human capital investments and organizational outcomes.

HHR traditional model of using subjective emotions and gut feelings for workforce decisions is woefully inadequate. A key responsibility of HR leaders is to relate workforce investment with organizational performance and demonstrate the relationship with data and ratios. Analytics have thus become a differentiator between top class and traditional HR department.


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Please take a moment to view HR measurement framework anddetermine where do you find your HR department on this model


Efficiency(Activity)

Effectiveness(Output)

Impact(Outcome)

Please take a moment to view HR measurement framework anddetermine where do you find your HR department on this model

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Consulting Training Dashboard

Participants will gain proficiency in using evidence-based for strategic contribution towards organizations

goals & objectives.

A measurable contribution towards organization bottom line can help HR professionals to improve their positioning in the organization and pave way for their personal and professional career growth.

Identify measurement opportunities; diagnose HR financial & operational measures, understand the messages in measured data, with a view to become competitive, cost effective & yeyet responsive to business

needs.

Quantify HR department’s contribution to the overall bottom line, through solid, factual, & verifiable data & analyze toughest workforce decisions with easy-to-use mathematical formulas.

Integrate measurement analytics with action plan through bench-marking, to achieve and surpass indus-

try standards.


We analyze specific need of the organization within industry context to provide best fit HR solution that can enhance workforce productivity in measurable terms. In the past we provided data driven HR benchmarks, training or consulting to following organizations.

SHRM Conference & Exposition2019 at Las Vegas USA

CSBDMoscow

CEO and C-suite ExecutivesEY Ford Rhodes Karachi

CEO and C-suite Executives Orix Leasing

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COO & Top Leadership TeamInstitute of Chartered Accountants Pakistan

Engro Polymer & Chemicals Limited

Engro Fertilizers Limited COO and Operations TeamByco Petroleum Limited

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Pakistan Petroleum Limited Chairman, CHRO and HR TeamDescon Engineering Limited

Fatima Group Bayer Pharma

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PTCL wi-tribe

Ali Akbar Group CEO and Leadership TeamPakistan Poverty Alleviation Fund

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We also provide public and in-housetraining programs to meetprofessional development

needs.Here is a glimpse of our alumni.

RAHIM KABANI Director HR Jewlr.com

NADIA AKBAR HUDAPeople Director

CBRE

SADAF FATIMADeputy Director HRSindh Revenue Board

UZZMA HAYAT KHAN Head of HR and Admin

Greenstar Social Marketing Pakistan

UMAIR SABIR Senior Manager HR

Pak Oman Microfinance Bank Limited

SUMMAIRA FAISALSr. Manager HR

Pakistan Poverty Alleviation Fund

REHAN SAJID HR Manager

Group Development Pakistan (GD Pakistan)

ANAUM JANJUASr. Manager HR & Corporate Communications

Team Reactivate

ASGHAR ALIManager HR-Benefits & Performance

Exceed IT Services

AVE JOSEPHINE DAVID Manager HR

Sabre Travel Network Pakistan (Pvt.)Ltd.

SHOAIB HAIDER Manager Employee Relations Bank Al Habib Limited

RAFEA AHMEDManagement Executive HR

Pakistan Poverty Alleviation Fund

MUHAMMAD ADIL AKRAM Senior Industrial Relations Officer Pakistan Petroleum Limited

MUJTABA ALI KAZISenior Officer HR (OD)Bank Al Habib Limited

SYED ALI HASNAINSenior Employee Relations OfficerPakistan Petroleum Limited

MUHAMMAD MUSHTAQ PATNISenior Employee Relations OfficerPakistan Petroleum Limited

MIR USAMA MAZHAR HR Officer

Pakistan Petroleum Limited

DANIYAL OMER BUGTI Training Officer

Pakistan Petroleum Limited

FARHAN ALI MARRIRecruitment Specialist

Samba Bank

SHAMS IQBAL KHAN Freelancer

ADI MAZENHR Manager

Eagle Distilleries Company, Jordan

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We can provide you cloud based “Performance Scorecard” for developing and real time monitoring of key HR metrics. It is real time, multi-lingual easy-to-use, web-based performance software solution that incorporates an accountability system,

communication process and a robust engagement.

RReal-time dashboards provide a complete picture of your business. Regardless of whether you need a strategic or a tactical view, our customizable dashboards give

each leader the personalized view they need.

Link corrective actions to metrics/KPIs so you can monitor and influence performance outcomes. Give leaders the tools necessary to have effective one on one objectives setting

discussions with employees.

With corrective actions tied directly to the scorecard, leaders can quickly see what is happening, who has taken the action and when it is due. Actions can be tied to a metric or

tied to the team for project activities.

Color Coded: like scorecards, make actions visible so you can easily see

overdue items.

Root Cause: Add comments that detail the root cause of the issue to help reduce the research time for

issues in the future.

Visibility: Immediately upon sign-on, users will see all their open actions. Eliminate the "I wasn’t aware" or "I didn’t know", therefore removing

ignorance as an excuse.

History: See the complete audit trail of target date and responsibility changes to the action so leaders can make more informed decisions.

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Shareholder wealth creation cycle.Shift in organizations’ value proposition from tangibles to intangibles.New concept of Stakeholders CapitalismRole of accounting and finance.Understanding balance sheet, income statement and cash flow statement.Budgeting methods: zero based, activity based, incremental and formula based.MMeasuring compounding and discounting interest rate for investmentCalculating cost benefits analysis, breakeven, profit margin, ROIHR Measurement framework

Four levels in data analysisDifferentiating between activity Analytics and Impact Analytics.Converting raw intangible people data to Analytics, analytics and financial outcomesGap analysis, benchmarking and objective setting Ensuring data integrity through reliability and validityFinding data central tendency through mean, media, modeUUsing percentiles and quartiles for data frequency distributionData variance analysis, ratio analysis, trend analysis, scenario analysisData presentation tools: pie chart, histogram, trend line, Pareto, scatter diagram.Common HR data sources and how to evaluate them

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Recruitment Yield*Job Offer Acceptance Ratio*Time to Hire*Cost per Hire*Hiring to HR Cost Ratio*New Hire Retention Quality*NNew Hire Performance Quality*Unfilled Jobs*Opportunity Cost of Unfilled JobsHiring Impact and ROI

Total Turnover Rate*Voluntary Turnover Rate*Involuntary Turnover Rate*Turnover in Critical PositionsFemale Turnover Rate*Cost of Voluntary TurnoverRRetention ROI

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ADDIE ModelCompetent Employees RatioTraining Hours per Employee*Internally Trained Ratio*Employees Trained Ratio*Training Cost per Employee*TTraining to HR Cost Ratio*Training Satisfaction RatioTraining Comprehension RatioTraining Transfer to Workplace RatioTraining Impact on Business RatioTraining ROI

Home Grown Leaders Ratio*Leadership Quality Ratio*Succession Coverage Ratio*Succession Readiness Ratio*Career Growth RatioCareer Path Ratio*PPromotion Ratio*Rotations Ratio*Placement Ratio*Internal Hiring Ratio*

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Workforce Segments Ratio*Workforce’ Tenure Ratio*Employees per Manager Ratio*Grievance Resolution Ratio*Time to Handle Grievance*Separation Clearance Time*WWorkplace Accident Rate*Diversity Ratio*Engaged Employees RatioEngagement ROI

HR to Employees Ratio*HR to Operating Cost Ratio*Salary & Benefits to HR Cost Ratio*Salary to Benefits Ratio*Revenue per employee*Operating Cost per Employee*PProfit (EBITDA) per Employee*

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Training manual in pdf

Practice case studies

Insightful discussions led by expert instructor.

Upon completion of course, proper test will be conducted.

Those getting 70% or above marks will get “Certificate of Accomplishment”

embossed with “HCM Analytics Qualified” seal.

OOther participants will get “Certificate of Participation”.

HR Metrics is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for 16 PDCs. For more information about certification or recertification,please visit www.shrmcertification.org

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Zahid Mubarik is the CEO of HR Metrics and SHRM Partner in Pakistan. He is a global

expert in human capital measurement metrics/analytics. Zahid is the only HR Leader

from Asia to become member ISO Technical Committee 260 which comprised of

experts from 11 countries including USA, UK, Pakistan, France, Germany, Sweden,

Switzerland, Austria, Norway, Netherlands and Portugal for developing global HR

standards. Zahid actively participated in HR standards meetings at Washington,

London, Melbourne, Rotterdam, Paris, Singapore, Bali and Milan. As a recognition of

hihis contribution, he was elected as Global Convener of ISO HR Metrics Standards

Working Group. During his leadership, ISO published two global HR standards

specifications including Quality of Hire and Impact of Hire”. He has the honor of

being distinguished speaker in international HR conferences/seminars at Las Vegas,

Beijing, Moscow, Baku, Hanoi and Dubai. Zahid introduced SHRM Competency based

HR Certification in Pakistan. Zahid is a member Board of Directors, The Centre for

Global Inclusion USA. He introduced Global Diversity & Inclusion Benchmarks

SStandards in Pakistan. He is the Chief Editor HR Magazine Workforce Tomorrow.

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human capital analytics€¦ · hr metrics is recognized by shrm to offer shrm-cp or shrm-scp...

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