Svsrana
Hr Head With Pmi

Hello All ,
Everyday we discuss about so many topics on HR and we share so many informations .....But today let us all discuss and understand an interesting topic about HRD........The topic for discussion today is
"CAN HRD BE REALLY QUANTIFIED????"
If you feel HRD can be quantified then kindly state in the reasons validating them and if you feel HRD cannot be quantified then put in your Views validating them.
Please post in your views about this topic and lets all try to understand if HRD can be really Quantified.
Regds
Malini
23rd July 2007 From India, Bangalore
Malini,

there are certain situations wherein quantification is difficult eg cumulative impact assessment.

there we go in for the opinion of experts, however an expert too needs to explain how he reached a particular conclusion.

Then all of us would be aware of "Bias". in stats terms Bias is permanent error.

now how do we reduce bias in critical areas eg amongst appraisers during annual appraisal?

The answer is "Caliberation" amongst participants.

am encl APQC metrics, you would need to take their membership should you req further help.

suryavrat

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© 2006 APQC

The following pages list standard measures and computed performance ratios that APQC captures

for human resources functions and processes for its benchmark database. These measures

coordinate with categories 6.1 Create & Manage HR Planning, Policy, and Strategies, 6.2 Recruit,

Source, & Select Employees, 6.3 Recruit Candidates, 6.4 Reward & Retain Employees, 6.5 Redeploy

& Retire Employees and 6.6 Manage Employee Information in the APQC Process Classification

FrameworkSM(PCF), the high-level enterprise model that allows organizations to see activities from a

cross-industry viewpoint. These measures are contained in human resources benchmarking

reports available for purchase. A more detailed set of measures are available to organizations that

complete the comprehensive supply chain surveys.

In addition to human resources, APQC collects measures and benchmarks in Finance and

Accounting, Supply Chain, Information Technology, Facilities Management, Contact Centers,

Knowledge Management, and many other categories and processes in the PCF.

For more information on these measures or access to the APQC database, please contact APQC at

800-776-9676 or outside the United States at +1-713-681-4020.

The Open Standards Benchmarking

CollaborativeSM (OSBC) Database

Human Resources

Human Resources Measures

© 2006 APQC

2

Create & Manage Measures

Cost Effectiveness

• Total costs of the process "Create and manage HR planning, policy and strategies" per

<$1,000> revenue

• Total costs of the process "Create and manage HR planning, policy and strategies" per

employee (headcount)

• Total internal personnel costs of the process "Create and manage HR planning, policy and

strategies" per <$1,000> revenue

• Total personnel costs of the process "Create and manage HR planning, policy and strategies"

per employee (headcount)

• Total cost of the process "Create and manage HR planning, policy and strategies" per "Create

and manage HR planning, policy and strategies" FTE

Staff Productivity

• Number of employees per "Create and manage HR planning, policy and strategies" FTE

• Staff to Management ratio for the process "Create and manage HR planning, policy and

strategies"

• Percentage of senior management / executives for the process "Create and manage HR

planning, policy and strategies"

• Percentage of middle management / specialist for the process "Create and manage HR

planning, policy and strategies"

• Percentage of operational workers / office staff for the process "Create and manage HR

planning, policy and strategies"

Process Efficiency

• Number of FTEs for the process "Create and manage HR planning, policy and strategies" per

<$1 billion> revenue

• Percentage of senior management /executives with formal succession planning process in

place

• Percentage of middle management /specialist with formal succession planning process in

place

• Percentage of operation staff /office staff with formal succession planning process in place

Source, Recruit, & Select Measures

Cost Effectiveness

• Total costs of the process "Source, recruit and select" per <$1,000> revenue

• Total costs of the process "Source, recruit and select" per employee

• Total costs of the process "Source, recruit and select" per new hire

• Total costs of the process "Source, recruit and select" per "Source, recruit and select" FTE

Staff Productivity

• Number of employees per "Source, recruit and select" FTE

• Staff to management ratio for the process "Source, recruit and select”

Human Resources Measures

© 2006 APQC

3

Source, Recruit, & Select Measures

Process Efficiency

• Number of FTEs for the process "Source, recruit and select" per <$1 billion> revenue

• Number of FTEs for the process "Source, recruit and select" per new hire

• Number of accepted job offers for senior management/executives as a percentage of job offers

made for senior management/executives

• Number of accepted job offers for middle management/specialists as a percentage of job

offers made for middle management/specialists

• Number of accepted job offers for operational workers/office staff as a percentage of job offers

made for operational workers/office staff

• Number of new hires for senior management/executives as a percentage of job offers made

for senior management/executives

• Number of new hires for middle management/specialists as a percentage of job offers made

for middle management/specialists

• Number of new hires for operational workers/office staff as a percentage of job offers made for

operational workers/office staff

Cycle Time

• Cycle time in days from identification of need to hire to approval of job requisition

• Cycle time in days from job acceptance to beginning of new hire in agreed position

• Cycle time in days from transfer request to transfer completion

Develop & Counsel Measures

Cost Effectiveness

• Total costs of the process "develop and counsel-learning only" per <$1,000> revenue

• Total costs of the process "develop and counsel-learning only" per employee

• Total internal personnel costs of the process "develop and counsel-learning only" per

<$1,000> revenue

• Total internal personnel costs of the process "develop and counsel-learning only" per

employee

• Total costs of the process "develop and counsel-Employee performance and relations" per

<$1,000> revenue

• Total costs of the process "develop and counsel-Employee performance and relations" per

employee (headcount)

• Total internal personnel costs of the process "develop and counsel-Employee performance

and relations" per <$1,000> revenue

• Total internal personnel costs of the process "develop and counsel-Employee performance

and relations" per employee (headcount)

• Total costs of the process "develop and counsel-learning only" per "develop and counsellearning

only" FTE

• Total costs of the process "develop and counsel-learning only" per "develop and counsel-

Employee performance and relations" FTE

Staff Productivity

• Number of employees per "develop and counsel-learning only" FTE

Human Resources Measures

© 2006 APQC

4

Develop & Counsel Measures

• Staff to management ratio for the process "develop and counsel-learning only”

• Staff to management ratio for the process "develop and counsel-Employee performance and

relations"

Process Efficiency

• Number of FTEs for "develop and counsel-learning only" per <$1 billion> revenue

• Number of FTEs for the process "develop and counsel-Employee performance and relations"

per <$1 billion> revenue

• Average number of training days

Reward & Retain Measures

Cost Effectiveness

• Total costs of the process "reward and retain" per <$1,000> revenue

• Total costs of the process "reward and retain" per employee

• Total internal personnel costs of the process "reward and retain" per <$1,000> revenue

• Total internal personnel costs of the process "reward and retain" per employee

• Total internal costs of payroll administration per <$1,000> revenue

• Total costs of the process "reward and retain" per "reward and retain" FTE

Staff Productivity

• Number of employees per "reward and retain" FTE

• Number of employees per "payroll administration" FTE

• Staff to management ratio for the process " reward and retain"

Process Efficiency

• Number of FTEs for the process "reward and retain" per <$1 billion> revenue

• Number of FTEs for payroll administration per <$1 billion> revenue

• Number of days absence per employee including maternity and paternity leave

• Number of days absence per employee excluding maternity and paternity leave

• Average number of vacation days per year per employee

Manage Employee Information Measures

Cost Effectiveness

• Total costs of the process "manage information" per <$1,000> revenue

• Total costs of the process "manage information" per employee

• Total personnel costs of the process "manage information" per <$1,000> revenue

• Total personnel costs of the process "manage information" per employee

• Overhead costs of the process “manage employee information” per employee

• Outsourced costs of the process “manage employee information” per employee

• Total costs of the process "manage employee information" per "manage employee

information" FTE

Human Resources Measures

© 2006 APQC

5

Manage Employee Information Measures

Staff Productivity

• Number of employees per "manage employee information" FTE

• Staff to management ration for the process "manage employee information"

Process Efficiency

• Number of FTEs for the process "manage information" per <$1 billion> revenue

• Number of FTEs for "HR information systems - maintenance and support" per <$1 billion>

revenue

• Percentage of employees with access to Employee Self Service (ESS) system

• Percentage of managers with access to Manager Self Service (MSS) system

Re-deploy & Retire Measures

Cost Effectiveness

• Total costs of the process "re-deploy and retire" per <$1,000> revenue

• Total costs of the process "re-deploy and retire" per employee

• Total internal personnel costs of the process "re-deploy and retire" per <$1,000> revenue

• Total internal personnel costs of the process "re-deploy and retire" per employee

• Total costs of the process " re-deploy and retire" per " re-deploy and retire" FTE

Staff Productivity

• Number of employees per "re-deploy and retire" FTE

• Staff to management ration for the process "re-deploy and retire "

Process Efficiency

• Number of FTEs for the process "re-deploy and retire" per <$1 billion> revenue

• Percentage of vacancies filled by internal candidates during the last calendar year for senior

management/executives

• Percentage of vacancies filled by internal candidates during the last calendar year for middle

management/specialists

• Percentage of vacancies per site filled by internal candidates during the last calendar year for

operational workers/office staff

• Percentage of senior management/executives voluntary terminations

• Percentage of middle management/specialists voluntary terminations

• Percentage of operational workers/office staff voluntary terminations

• Percentage of senior management/executives involuntary terminations

• Percentage of middle management/specialists involuntary terminations

• Percentage of operational workers/office staff involuntary terminations

Cycle Time

• Average cycle time for the internal transfer process

Human Resources Measures

© 2006 APQC

6

General Human Resources Measures

Cost Effectiveness

• Total budget for the HR function per <$1,000> revenue

• Total budget for the HR function per employee (headcount)

• Total costs of the HR function per <$1,000> revenue

• Total costs of the HR function per employee (headcount)

• Total personnel costs of the HR function per <$1,000> revenue

• Total personnel costs of the HR function per employee (headcount)

• Overall personnel costs for the business site (including benefits) per <$1,000> revenue

• Overall personnel costs for the business site (including benefits) per employee

Staff Productivity

• Number of employees serviced by HR function per HR FTE

• Number of senior management / executive employees serviced by HR function per HR FTE

• Number of middle management / specialists employees serviced by HR function per HR FTE

• Number of office staff employees serviced by HR function per HR FTE

• Number of employees per "HR administration" FTE

Process Efficiency

• Total number of HR FTEs per <$1 billion> revenue

• Number of FTEs for “HR administration” per <$1 billion> revenue

About APQC

An internationally recognized resource for process and performance improvement, APQC helps

organizations adapt to rapidly changing environments, build new and better ways to work, and succeed in a

competitive marketplace. With a focus on productivity, knowledge management, benchmarking, and quality

improvement initiatives, APQC works with its member organizations to identify best practices, discover

effective methods of improvement, broadly disseminate findings, and connect individuals with one another

and the knowledge, training, and tools they need to succeed. Learn more about APQC by visiting

www.apqc.org or calling 800-776-9676 or +1-713-681-4020.
23rd July 2007 From India, Delhi
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