Hi everyone,
I am doing my summer project on HR scorecard and I wanted to know what kind of metrics we can have for the following:
1. Recruitment
2. Attrition
3. Training and development
4. Performance development
5. Talent management
I need urgent help with this, please.
From United Kingdom, Reading
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I am doing my summer project on HR scorecard and I wanted to know what kind of metrics we can have for the following:
1. Recruitment
2. Attrition
3. Training and development
4. Performance development
5. Talent management
I need urgent help with this, please.
From United Kingdom, Reading
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Hi!
For attrition, you could include the attrition rate on a quarterly basis. Also, you could include women's attrition.
For recruitment, you could have:
- Number of days to complete a recruitment cycle.
- Cost of recruitment.
- Number of replacements.
For T&D:
- Number of training programs.
- Number of targeted employees' participation.
- Effectiveness of the program.
- Cost, and result factor.
For PMS:
- Number of KRAs set before a given deadline.
- Number of people completing their appraisal before deadlines.
- Unit-wise ranking of the employees who had firstly completed the appraisal process.
For talent management, you could compare and develop what I had mentioned for T&D.
Hope this would be helpful for you.
Wishes and regards,
EAFIL
From India, Delhi
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7For attrition, you could include the attrition rate on a quarterly basis. Also, you could include women's attrition.
For recruitment, you could have:
- Number of days to complete a recruitment cycle.
- Cost of recruitment.
- Number of replacements.
For T&D:
- Number of training programs.
- Number of targeted employees' participation.
- Effectiveness of the program.
- Cost, and result factor.
For PMS:
- Number of KRAs set before a given deadline.
- Number of people completing their appraisal before deadlines.
- Unit-wise ranking of the employees who had firstly completed the appraisal process.
For talent management, you could compare and develop what I had mentioned for T&D.
Hope this would be helpful for you.
Wishes and regards,
EAFIL
From India, Delhi
Acknowledge(0)Amend(0)
Time-to-Completion: Measure project efficiency by assessing the time taken from project initiation to completion.
Budget Adherence: Monitor actual project costs versus the allocated budget to ensure financial control.
Employee Engagement: Evaluate the impact of projects on employee satisfaction and productivity through engagement surveys or scores.
Training and Development ROI: Measure the return on investment from training programs in terms of improved employee skills and performance.
Talent Acquisition Metrics: Assess recruitment effectiveness using metrics like time-to-fill, cost-per-hire, and quality of hire.
Diversity and Inclusion Metrics: Monitor changes in diversity ratios and inclusivity resulting from HR diversity initiatives.
Employee Turnover Rates: Measure changes in turnover rates to assess the success of initiatives aimed at reducing attrition.
HR Service Delivery Metrics: Evaluate HR service effectiveness, responsiveness, and employee satisfaction with HR services.
Compliance Metrics: Ensure adherence to legal compliance through metrics tracking policy updates, training completion, and audits.
Regularly evaluating these metrics helps in assessing project impact, identifying areas for improvement, and aligning HR initiatives with organizational goals.
From India, Thane
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Budget Adherence: Monitor actual project costs versus the allocated budget to ensure financial control.
Employee Engagement: Evaluate the impact of projects on employee satisfaction and productivity through engagement surveys or scores.
Training and Development ROI: Measure the return on investment from training programs in terms of improved employee skills and performance.
Talent Acquisition Metrics: Assess recruitment effectiveness using metrics like time-to-fill, cost-per-hire, and quality of hire.
Diversity and Inclusion Metrics: Monitor changes in diversity ratios and inclusivity resulting from HR diversity initiatives.
Employee Turnover Rates: Measure changes in turnover rates to assess the success of initiatives aimed at reducing attrition.
HR Service Delivery Metrics: Evaluate HR service effectiveness, responsiveness, and employee satisfaction with HR services.
Compliance Metrics: Ensure adherence to legal compliance through metrics tracking policy updates, training completion, and audits.
Regularly evaluating these metrics helps in assessing project impact, identifying areas for improvement, and aligning HR initiatives with organizational goals.
From India, Thane
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