Executives often say that “People” are their greatest asset. Human Capital Measurement is a mechanism for demonstrating those assets and reinforcing the truth of that exact sentiment.

Key Features of this Program

This course comprises of 30 hours of virtual learning having audio video facility. Recording will be available till one week after each session.

  • First module is mandatory for all the participants
  • To facilitate post course implementation plan, every modular learning followed by case study based evaluation of calculating metrics.
  • Participants may choose to opt/not opt for evaluation. Those opt for evaluation and obtain above 70% marks in course assignments, will get “Certificate of Accomplishment” embossed with HCM Analytics Seal.
  • Those who don’t opt for evaluation or get below 70% marks in course assignments, will get “Certificate of Participation”


Business Executives judge HR strategic role NOT on be the basis of emotions or activities but by the impact on the business, which is always measured in financial terms. 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. Currently, the workforce investments range from 18-57% of over-all operating expense at organization level. Shareholders and CEOs measure results. They are keen to have rigorous, logical, and principles-based framework for seeing the connections between human capital investments and organizational success. Numbers are the universal language of business and business managers prefer to take decision on measurable and verifiable objective data, rather than gut feelings and impulsive instincts. A key responsibility of HR is to articulate the logical connections between progressive HR practices and firm performance and demonstrate those connections with data and ratios. Worldwide, the fortune companies proudly call themselves “Metrics Fanatics” in every aspect of business management. Metrics have therefore become differentiator between top class and traditional HR department. It is a vital tool to respond to emerging organizational change imperatives and a lever to boost individual, departmental and organizational performance.


Course Objectives

After attending this course, the HR professionals should be able to:

  • Identify measurement opportunities; diagnose HR financial and operational measures, understand the messages in measured data, with a view to become competitive, cost effective and yet responsive to business needs.
  • Quantify HR department’s contribution to the overall bottom line, through solid, factual, and verifiable data and justify toughest managerial decisions with easy-to-use mathematical formulas.
  • Integrate measurement metrics with action plan through bench-marking, in order to achieve and surpass industry standards.
  • Upgrade HR standing in the organization, by achieving strategic goals and objectives.

Course Structure

Essential of Business & Financial Acumen for HR Module

  • Role of HR in Shareholders’ Wealth Creation
  • Understanding Balance Sheet, Income Statement, Cash Flow Statement, Cost Benefits Analysis, Breakeven, Profit Margin, ROI, Compounding and Discounting
  • Difference between Data, Metrics and Analytics
  • Activity Measurement & Impact Measurement
  • Data Analysis Tools
  • HR Gap analysis and Benchmarking Technique
  • Translating Intangible Data into Tangible Outcome
  • Data Presentation Tools
  • Challenges and Opportunities in HR Metrics
  • Developing a Strategy for HR Metrics

Recruitment Metrics Module

  • Recruitment Yield
  • Job Offer Acceptance Ratio
  • Time to Hire
  • Cost Per Hire
  • Recruitment to HR Cost Ratio
  • New Hire Retention Quality Ratio
  • New Hire Performance Quality Ratio
  • Opportunity Cost of Unfilled Jobs

Retention Metrics Module

  • Total Turnover Rate
  • Voluntary Turnover Rate
  • Involuntary Turnover Rate
  • Opportunity Cost of Voluntary Turnover
  • ROI of Hiring & Retention

Training Metrics Module

  • Workforce Competency Ratio
  • Training Hours per Employee
  • Training Cost per Employee
  • Training Cost to HR Cost Ratio
  • Internally Trained Ratio
  • Writing Measurable Training Objectives
  • Training ROI

Employee Growth Module

  • Promotion Ratio
  • Rotation Ratio
  • Internally Hired Ratio
  • Career Growth Ratio
  • Succession Coverage Ratio
  • Succession Readiness Ratio
  • Home Grown Leaders Ratio
  • Leadership Quality Ratio

Employee Relations Metrics

  • Gender Diversity Ratio
  • Employees per Manager Ratio
  • Workforce Service Profiling
  • Workforce Age Profiling
  • Grievance Resolution Time
  • Grievance Resolution Ratio
  • Separation Clearance Time
  • Workplace Accident Rate

Employee Engagement Metrics Module

  • Consequences of Disengagement
  • Linking Employee Engagement with Key Business Outcomes
  • Key Drivers of Employee Engagement
  • Employee Engagement Tool
  • Business and Financial Impact of Employee Engagement

Result Based KPIs

  • Understanding Business Value Chain and Organization Performance KPI’s
  • Designing Framework to Align Employees KPIs with Organization KPIs
  • Balancing between Measuring Volume, Time, Cost, Quality, User Satisfaction and Impact
  • Measurable Objective Setting
  • Performance Review and Evaluation Framework
  • Performance Rating from Ranking
  • Workforce Performance Ratio
  • Organization Financial Performance Ratio


  • HR Employees to Organization Employees Ratio
  • Human Capital Cost to Operating Cost Ratio
  • Compensation Cost to HR Cost Ratio
  • Salary Cost to Compensation Cost Ratio
  • Benefits Cost to Compensation Cost Ratio
  • Revenue per employee
  • Cost per Employee
  • Profit (EBITDA) per Employee
  • ROI of Human Capital Investment

What HR Leaders Say About HCM Analytics Course

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