Dream Beyond Training Academy

HR Scorecard & Metrics

Facilitator: Rumesh Shankar.M

9566112693
 About me
• https://www.linkedin.com/in/rumesh-
shankar-m/
• Operates with chain of professionals, together
can offer almost everything that an
organization needs
 Services provided- Organizations
• End to End Management services
• Corporate & Business Strategy
• Market Research
• Consumer behaviour Study, Branding
• Organization Development
• Start-up Mentoring
• Conflict management & resolution
• Leadership Coaching, Out Bound Training,
Performance Coaching, soft skills training
• HR Consulting
 Services provided- Individuals
• HR Guidance
• Competition & politics management
• Stress Management
• Relationship & Interpersonal guidance
• Image Consulting
• Leadership coaching
• Performance coaching
• Personality Development
Key takeaways for the participants
• Holistic understanding on Scorecard
• Nuances on KPIs & Metrices
• Attempt to formulate KPIs
• Ability to implement HR Scorecard in your
organization
 Not to be confused with
• Balanced Scorecard
• Dashboard
 Related terms
• KRA
• KPI
• KPA
• Metric
 Balanced Score Card (BSC)
• Popularized by Norton & Kaplan
• Scorecard is a Performance Management tool
• Used to drive the PMS
• Mostly focuses on 4 key domains-
 Cascading of Performance
Management
Vision & Mission
• Goal- Long term Focus. What- Milestone,
How- Strategy
• Objective(s)- Near term result(s) that will lead
to attainment of Goal
• KRA- Domains that needs to be achieved in
order to meet the objectives
• KPI- Measures whether there is success in
KRAs
 Goal Objectives

To increase membership

To open new centers in Cities &

Tier 1 & 2 towns
To become 1 among
To increase Brand promotion
Top 10 fitness Chains
in T.N
To provide right coaching &
friendly atmosphere
To ensure members attain their
desired results in stipulated time
 Objective KRA
Increase membership in
metropolitan area of Chennai
Increase membership in
To increase Coimbatore, Madurai, Trichy,
Salem
membership
To increase membership in 35
years old + age group

To reduce customer attrition

between ages of 18 and 25
 KRA KPI
Increase membership in 20% by 2019
metropolitan area of
Chennai
Increase membership in 50% by 2019
Coimbatore, Madurai,
Trichy, Salem
To increase membership 10% by 2019
in 35 years old + age
group
To reduce customer 25% by 2019
attrition between ages of
18 and 25
 Metric
• To put it simply, a metric is a category of
quantifiable data
• Since anything that can be measured can be
considered as a metric, this means that there
are countless metrics in an organization
 KPIs
• A KPI is a business metric that is directly relevant
to a specific business goal.
• Management should evaluate the following
questions when deciding on KPIs
I. Are the KPIs well linked with the strategic
objectives?
II. Can the achievement of KPI be controlled?
III. Can actions be taken to improve the
performance of KPI?
IV. Can the KPIs be easily explained?
V. Is the KPI easy to manipulate?
 HR Scorecard
• Recruitment
• L&D
• Employee Relations & Engagement
• C&B
• HR Ops
• Culture
 TA Metrices
• Time to fill
• Time to hire
• Source of hire
• First-year attrition
• Hiring Manager satisfaction
• Candidate job satisfaction
• Applicants per opening
 TA Metrices
• Selection ratio
• Cost per hire
• Candidate experience
• Offer acceptance rate
• % of open positions
• Application completion rate
 TA Metrices
• Sourcing channel effectiveness
• Sourcing channel cost
• Time to productivity
• Adverse impact
 L&D Metrics
Training Experience Satisfaction
• Sum Of All The Ratings / Number Of Answers

Training Cost Per Employee

• Training Costs/Number of Trainees

Training Return on Investment

• Change In Profits Related To Training/Cost Of
Training
 L & D metrics
Course Completion Rate
• Number Of Completions ÷ Number Of Employees
Participating X 100

Assessment Pass Rate

• Number Of Employees Passed ÷ Number Of Learners X
100

Learners Retention Rate

• Number Of Employees Still Employed ÷ Number Of
Employees At The Start Of Measurement Period X 100
 C &B Metrics
• Compa ratio is the ratio of average salary in a
grade relative to market midpoint. (80%-
120%)
•Grade inflation is the growth or decline in
average salary grade distribution
•Incentive differentiation is the average percent
of target paid and the standard deviation.
 C &B Metrics
•Merit differentiation is the average percent
increase associated with each level of
performance ratings.
•Percent over range is the percentage of
employees over the salary range maximum.
•Percent under range is the percentage of
employees under the salary range maximum.
•Performance distribution is the weighted average
of performance ratings and the standard
deviation.
 C &B Metrics
• Performance to pay relationship is the level of
differentiation in pay associated with
performance levels.
•Promotions are the percentage of people
promoted and the average increase.
• Relative pay productivity is the ratio of overall
pay to overall revenue and profits.
• Average incentive pay per department. This
metric can help you see which groups are
rewarded with the largest – and the smallest
 Employee Relations
• E-SAT score
• The number of resolved cases in a month
• Decreasing number of complaints over a time
period
• Increasing number of cases appropriately filed
• Reducing the number of steps per case
Tools to assess Organizational Culture
 Employee Relations
• No of grievance vs No of resolved Grievance
• HR Helpdesk reports
• Ratio of Employee grievances
• Number of Skip level meetings
• Number of Interdepartmental conflicts
 OCAI
• https://www.ocai-online.com/about-the-
Organizational-Culture-Assessment-Instrument-
OCAI
• the dynamic, entrepreneurial Create Culture
• the people-oriented, friendly Collaborate Culture
• the process-oriented, structured Control Culture
• the results-oriented, competitive Compete
Culture
 Other cultural models

• The McKinsey 7S Framework

• Edward Hall’s Cultural Iceberg Model
• Hofstede’s Model
• Edgar Schein Model of Organization Culture
 Culture metrics
Degree of Alignment w.r.t culture:
• Organization Design & structure
• Management systems
• Management practices
• Critical Incidents
• Feedback & FeedForward mechanisms
 Culture
• Relevance of artefacts w.r.t culture
• Awareness of company values across grades
• _____________ (Vital.. Guess what??!!)
 HR Operations metrics
• No of Claims vs No of Pending claims
• Medical insurance claim analysis
• No of canteen Audits
• No of Camp/site Audits
• No of External Audit
• No of Action plans derived based on the audit
 Case
• Goal: To be one among the top 5 Drone
manufacturers & service providers in India
• Objectives:
I. To increase R & D facilities & activities
II. To increase & improve precision
III. To venture into new verticals
IV. To get extra funding
 Thank you
• https://www.linkedin.com/in/rumesh-shankar-m/

• 9566112693