“If you can’t measure it- it’s difficult to manage it”

 

We've provided some metrics and data sets relevant to the measurement of Human Capital.

 

This is not intended to be an exhaustive list, however the key points to remember are:

  1.  All employee productive output must be measured somehow. Obviously it’s easier to objectively measure the productivity of a salesperson than your single corporate counsel.

  2.  It is important that the process of applying productivity metrics to your workforce begins with a joint discussion and common expectations from all of the stakeholders, Beyond the importance of “keeping score”, applying metrics with financial impact to your Human Capital issues encourages alignment between Senior Leadership, line management and the employees themselves.

 

Human Capital Inventory “Balance Sheet” (Snap Shot)

For Capability Planning, Team Analysis, and Workforce Planning

 

 Cognitive Range

 Workplace Behavioral Profile

 Engagement Level

 JobFit Match % (Workforce Average, Division, Job Position)

 

This snap shot is useful at least annually; more often if there have been significant changes in the workforce. These are used “before and after” to compare with changes in the productivity/performance metrics.

 

 

Productivity for each Job Position:

 

Output/Employee

 

 

Business Drivers:

 

Financial Metrics:

 

EBIDTA/FTE or Profit per Employee

Operating Revenue/FTE or Revenue/Salesperson

Operating Expense/FTE

 

Non-Financial Performance:

 

Customer loyalty level

Workflow speed (time for output of one widget)

Workforce Engagement

Line Manager Performance as % of expectations

 

Human Capital:

 

Human Capital Value Added (HCVA)

(Operating Revenue- (Operating Expenses –(personnel costs (wage & benefits))

Divided by # of Full Time Equivalent Employees

 

Human Capital Return on Investment (HCROI)

(Operating Revenue- (Operating Expenses –( personnel costs (wage & benefits))

Divided by –(personnel costs (wage & benefits)

 

HR Metrics (workforce, and each job position):

 

Time to Hire

Cost of Hire

Cost of Turnover

Average Tenure

% Job Match (Quality per Hire)

Career Path ratio

Absentee Rates

 

 

Contact Us Today and Improve The Measurement and Effectiveness of your Workforce.

 

 

 

 

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