Using Human Capital Analytics to Drive Sustainable Business Outcomes
Why HC Analytics
Business leaders don’t judge HR strategic contribution on the basis of emotional activities but by the IMPACT on the business, which is always measured in financial terms. HR traditional model of using subjective emotions and gut feelings for workforce decisions is woefully inadequate. Key responsibility of HR leaders is to relate workforce investment with respect to key performance indicators of the organization and demonstrate that relationship with data and ratios.
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 leading indicators of organizational sustainability. Human capital analytics and benchmarks have thus become a differentiator between top class and traditional HR department.
Program Benefits
- It diagnoses strategic human capital measures, helps understand the messages in data, with a view to become competitive, cost effective and yet responsive to business needs.
- It quantifies human capital contribution to the overall bottom line, through solid, factual, and verifiable data for tough board decisions with easy-to-use mathematical formulas.
- It disrupts the way companies think, value and report on their human capital, and delivers what investors look for; sustainable growth and returns.
- By connecting the dots between the organization’s brand, culture, and objectives, with the practices used to engage all stakeholders, leaders can not only improve performance through efficiencies but create better experiences for all stakeholders.
Program Contents
- Shareholder Wealth Creation Cycle
- New concept of Stakeholder Capitalism
- Shift in Organizations’ Value Proposition from Tangibles to Intangible assets
- How HR can Become Strategic by Creating Tangible Financial/ Non-Financial Value
- Financial Management and Role of Accounting and Finance
- Understanding Balance Sheet, Income Statement and Cash Flow statement
- Budgeting Methods: Zero Based, Activity Based, Incremental and Formula Based
- How to carryout Cost Benefits Analysis, Break even, Profit Margin, and ROI
- How to calculate compounding and discounting for Investments in HR
- Human Capital Measurement Framework
- .Four levels in data analysis
- Common errors in data analysis
- Difference between data reliability and validity
- Difference between activity metrics and impact metrics
- How to convert draw intangible data tangible financial information
- Difference between gap analysis and objectives setting
- Common HR data sources and how to evaluate them
- How to find central tendency in the data by using mean, medium and mode
- Interpreting percentiles and quartiles in data frequency distribution
- Data analysis: scenario analysis, variance analysis, ratio analysis, trend analysis
- Data presentation: pie chart, histogram, trendline, scatter diagram, Pareto chart
- The difference between dashboard and scorecard
- Challenges and opportunities in human capital data measurement
- Principles for aligning human capital analytics with business analytics
- How to measure RO
- How to write business problem statement
- How to list HR solutions and their SWOT analysis
- How to analysis inherent risks in each solution
- How to do cost benefit analysis for each solution to propose a solution
- How to develop action plan for proposed solution
- How to do financial analysis by using NPV, IRR and ROI
- How to measure cash inflow and outflow for payback period
- How to write recommendations and expected results
- How to write project description and implementation timeline
- How to write executive summary for approval
- .Analyzing business objective to determine critical success factors
- Reviewing job description to understand critical success factors
- Designing employee KPIs to measure results rather than activities
- Factoring key behavioral and functional competencies in performance management
- Aligning and calibrate employee KPIs with enterprise KPIs
- Developing performance scorecard for real time monitoring
- Ranking performance rating to distinguish between performers and deadwood
- Aligning performance management system with reward management system
- .Workforce Productivity Rate
- Human Capital ROI
- Workforce Turnover Rate
- Critical Positions Turnover Rate
- Succession Readiness Rate
- Leadership Trust Rate
- Workforce Competency Rate
- Learning & Development Rate
- Workforce Engagement Rate
- Workforce Health & Safety Rate
- Gender Diversity Rate
- Gender Pay Gap Ratio
- Executive to Worker Pay Ratio
- Discrimination Incidents Rate
- Number & Nature of Performance Reviews
- .Succession Effectiveness Rate
- Successor Coverage Rate
- Succession Readiness Rate (Ready Now)
- Succession Readiness Rate (Ready in 1–3 years)
- Succession Readiness Rate: (Ready in 4–5 years)
- Leadership Quality Rate
- Career Path Rate
- Career Growth Rate
- Employees Promotion Rate
- Employees Rotation Rate
- How to measure culture through engagement survey
- How to measure turnover and retention rate
- How to measure cost of turnover
- How to Measure ROI of Engagement
- 1.Time to Hire
- Unfilled Vacancies Ratio
- Recruitment Yield
- Quality of Hire
- Time to Fill Critical Business Positions
- Percentage of Positions Filled Internally
- Percentage of Critical Business Positions Filled Internally
- Percentage of Vacant Critical Business Positions
- Internal Mobility Rate
- Turnover Rate
- Critical Turnover Rate
- Turnover Reasons
- Hiring Cost
- Cost per Hire
- New Hired Performance Index
- Training Participation Rate by category
- Average Training Hours Per Employee
- Workforce Competency Rate
- Internally Trained Ratio
- How to Measure Training Satisfaction
- How to Measure Training Comprehension
- How to Measure Training Transfer to Workplace
- How to Measure Training Impact on Business
- How to Measure Training ROI
- T&D Budget and Spending Rate
WORKFORCE COST
- Internal Workforce Costs
- External Workforce Costs
- Hiring cost to human capital Cost Ratio
- Training cost to human capital cost ratio
- Salary & Benefits Cost to HC Cost Ratio
- Salary and Benefits Cost Ratio
- Opportunity Cost of Unfilled Vacancies
- Opportunity Cost of Voluntary Turnover
WORKFORCE PRODUCTIVITY
- Revenue per employee
- Cost per employee
- EBIT per employee
- Profit per Employee
- Human Capital ROI
- Human Capital Value Added
- .Gender Diversity Ratio
- Generational Diversity Ratio
- Disability Diversity Ratio
- Geographic Diversity Ratio
- Religion Diversity Ratio
- Ethnic Diversity Ratio
- New Hires Diversity Ratio
- Diversity Retention Ratio
- Pay Equity Ratio
- Gender Pay Gap Ratio
- Leadership Team Diversity Ratio
- Absenteeism Rate
- Psychological Health & Safety Index
- Lost Time for Injury (LTI)
- Number of Occupational Accidents (Accident Rate)
- Number of People Killed During Work (Fatality, Death or Mortality Rate)
- Percentage of Employees Who Participated in HSE Training
- Near Miss Incidents
Course pack
- Training manual in PDF.
- Practical case studies and metrics calculation worksheets.
- Insightful discussions led by expert instructor.
- On completion of course, online test will be conducted.
- Those getting 70% or above marks will get “Certified”.
- Other participants will get “Certificate of Participation”.
Testimonials
“The program enhances understanding of HR analytical frameworks, ensuring a verifiable impact on the organization’s bottom line. It equips participants with the skills to link HR metrics to financial performance effectively.”
Oliver Kathrode
HR Director
Panasonic Consumer Electronics Europe
Germany
“This course offers practical, actionable insights directly applicable to daily operations. Participants gain skills that drive immediate improvements in efficiency and effectiveness. It’s a valuable investment, significantly enhancing organizational performance.”
Gohar Alam Siddiqui
Former Head HR
Bayer
Pakistan
“The course provides insights into global best practices, offering a unique tool to translate any HR metric into financial terms. Its customized application ensures practical and impactful implementation.”
Samiha Ali Zahid
Chief Human Resources Officer
Advans Pakistan Microfinance Bank Limited
Pakistan