Program Objectives:

By the end of the program, participants will be able to:
* Define measures, metrics and Key Performance Indicators (KPIs) and the role they play in measuring the effectiveness of Human Resources.
* List the KPIs that should be used in measuring Human Resources as a function.
* List and calculate the main KPIs that should be used to measure the efficiency of the critical processes in HR.
* Define and calculate the main formulae for evaluating the financial contribution of HR to the organization.
* Define and calculate the employee satisfaction index and use it to measure employee morale.
* Explain employee turnover, its types and the various formulae used to calculate it.

This Program is designed for:
Human Resources professionals who need to evaluate, and report on, the effectiveness of Human Resources to senior management. The program is also suitable for Human Resources managers and senior executives who are accountable for the overall contribution of the HR function. This program is worth 25 NASBA CPEs.teraction

Program Fees:
Per participant - USD 3700
Frequent nomination - USD 3330
(including coffee breaks and a buffet lunch daily)
One extra free place for every 2 paid nominees on the same program and dates
Discount Plans, Refunds & Cancellations Policy

Meirc reserves the right to alter dates, content, venue and trainer with a reasonable notice time.

Program Outline:

Key Performance Indicators

* The Importance of Measuring
* Measures, Metrics and KPIs: The Main Differences
* Characteristics of Smart KPIs
* Types of KPIs

Organizational KPIs

* Organizational Appeal and Reputation
* Salary Competitiveness
* Human Value Added
* Career Growth
* Absenteeism Rates and Absenteeism Cost
* Employee Morale

Financial KPIs

* Return on Human Capital and Labor Cost
* Cost per Hire
* Cost per Trainee
* Opportunity Cost
* Supervisory Ratios
* Compensation and Benefits

Process KPIs

* Measuring Efficiency of Recruitment and Selection
* Measuring Effectiveness of Hiring.
* Using Hurdles per Hire (HPH) to Reduce the Use of 'Wasta' in Selection
* Using Aggregate Yield Ratios and Selection Rates
* Measuring Effectiveness of Appraisal Systems

Employee Turnover

* Turnover versus Attrition (Gross and Net Turnover)
* Analyzing Turnover: How Should the Data Be Interpreted?
* Healthy versus Unhealthy Turnover: When Is Turnover Good for the Organization?