Understanding the wide range of Human Resources measurements and metrics available
Everyday we hear more about new HR analytics and measurement systems that quantify the hidden costs of employee turnover, enable smarter decisions about compensation and wellness programs, measure engagement and employee attitudes and their linkage to profitability and the like. As HR transitions from a transactional role to a strategic business partner and into the practice of evidence-based HRM, it must closely align to the business strategy so as to directly contribute to the needs of the business. Metrics provide tangible, measurable evidence of this impact, and allows HR to validate their role to upper management while influencing profitability and business efficiency.
This workshop is aimed at providing a basic understanding of the wide range of Human Resources measurements and metrics available to the HR Practitioners to track performances for the HR functions as well as the Strategic Human Resources Plan. It provides glimpses of the practice of Evidence-based HR and paves the way to move to the next level of Human Resources practice from an administrative perspective to a strategic perspective.
This workshop is an accelerated & intense learning workshop. It is segmented into four main sections:
1. the philosophy underpinning evidence-based HR measurements & metrics;
2. HR CAPS Modeling ('Leading Indicator', 'HR Cluster', 'HR Dimensional Matrix', 'HR Waste', 'HR Risk Index', and a range of other HR modeling techniques covering at least 12 techniques);
3. Measurement issues;
4. Metrics issues (introducing at least 100+ HR metrics via the 'HR Metrics Game'). Participants will be intensely immersed in at least 3X learning transfers activities/exercises.
• Sharing HR measurement and metrics practice.
• Benchmarked insights that could turn into actionable metrics that could assist your Organization to achieve results.
• Learn the intricate processes of building a legally and Organizational defensible HR scorecard.
• Engage in basic HR descriptive, predictive and prescriptive measurement analysis.
• Gain insights into the spectrum of approaches to build HR scorecards.
• Identifying what metrics currently are in place and if they are effective.
• Determining if your measurement program presents a viable value proposition for your employees and your Organization.
• Exploring and discovering what data will be needed to report to measure success against HR strategic objectives.
• Determining, and creating HR measurements & metrics and what to measure and why.
• Designing HR modeling tools and designing your HR scorecard to align with business needs.
• Interpreting the data to gauge the performance of your HR measurement program.
• Building the metrics business case and communicate the value of metrics to upper management.
• Translating measurements into actionable business decisions for upper management.
• Turning metrics into analytics and analytics into strategies.
• Deciding what metrics are important to your business.
• Deciphering trends and what they tell you and making informed predictions.
• HR & Non HR directors.
• Officers and Executives who deal or are responsible for measurement & metric-based approaches to Organization efficiency & effectiveness performance.
Billy has carried out specialized consultancy projects and conducted many training programs/ workshops/international conferences both domestically and internationally for local, multinational & public listed companies, government, other consultancies/providers, and international companies. He has done work in Hong Kong, China, and the ASEAN region. He has spoken, lectured, trained, and/or coach employees from junior to the very senior board level from government, non-governmental, commercial, multinational, global and public listed companies.
Billy is among others, a Psychometrics Practitioner trained in England and registered with the British Psychological Society UK, a registered & licensed Assessment Center Practitioner,; a Certified Management Consultant and a Chartered Fellow of the Chartered Institute of Personnel & Development, UK. He is also an alumnus & scholarship holder of IATSS Forum, Japan; HRH Duke of Edinburgh Commonwealth Study, Canada; the Asian Institute of Management, Philippines; ICM, UK; Oxford Academy for Oxford Tutorial & Critical Thinking, University of Oxford, England (New College); Psychometrics Centre, Faculty of Social & Political Sciences, University of Cambridge, England (Peterhouse College); Coaching in Medicine & Leadership, Harvard University, USA (Harvard Medical School).
Billy is currently one of the trainers for HRSINGAPORE's HR Certification Courses.
• Date to be advised - 10th Run
• One day
• 9 am to 5:30 pm
A Certificate of Attendance will be awarded at the end of the course.
• S$ 750 for Community
• S$ 780 for Non-Subscribers
• PIC Claimable for Company Sponsored Participants (Ends 2017).
• Skills Connect WDA Reference CRS-N-0013721.
• Skills Future Credit for Self-Sponsored Singaporeans aged 25 and above.
• UTAP Funding is available.
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options
Past Participants' Comments
Past Participant Organisations
• 3D Networks Singapore, Agri-Food & Veterinary Authority, Amplus Communication, Aqua-Terra Oilfiled Equipment & Services, B H S Kinetic, Bank of Tokyo-Mitsubishi UFJ, Jakarta Branch, BP Indonesia, Bright Vision Hospital, Building and Construction Authority, Capital International, CB&I Lummus, CIBAVision Asian Manufacturing & Logistics, Coca-Cola Singapore Beverages, Copper Development Centre - Southeast Asia, Credit Suisse.
• Defence Science & Technology Agency, DSO National Laboratories, Dyna-Mac Engineering Services, Eu Yan Sang Group, Frigstad Offshore, Fuji Xerox, Future Electronics, Gammon, Great Eastern Life, Gucci Singapore, Habitat for Humanity International, Havi Food Services, Hope Church, HS Compression & Process.
• IDC Asia Pacific, IKANO Pte Ltd (IKEA), ING Bank N.V., Singapore Branch, Institute of High Performance Computing, InterContinental Hotels Group, John Crane Singapore, JPMorgan Chase, Jurong International Holdings, Keppel Merlimau Cogen, Keppel Singmarine, Khazanah Nasional Berhad, Knowledge Universe Singapore, KS Distribution.
• Maritime and Port Authority of Singapore, McCann Erickson, MediaCorp, Mercer (Singapore), Micron Semiconductor Asia, Ministry of Health, Ministry of Home Affairs, Ministry of Social and Family Development, Ministry of the Environment & Water Resources, Mitsubishi, Nanyang Technological University, National Cancer Centre, National Neuroscience Institute, National University Hospital, NEC Asia, NTUC FairPrice, NTUC Income Insurance Cooperative, ObTech Asia Pacific, OCBC .
• Panasonic Avionics Corporation, Panasonic Electronic Devices, People’s Association, Pepperl + Fuchs, Pokka, PT. Lufthansa Systems, PT.Nam Lee Metal, Public Utilities Board, Republic Polytechnic, Research In Motion Singapore, Rico, Ricoh Asia Pacific.
• SABIC Asia Pacific, Sembawang Shipyard, Sentosa Leisure Group, Sin Hwa Dee Foodstuff Industries, Singapore Indian Development Association, Singapore Indoor Stadium, Singapore Police Force, Singapore Polytechnic, Singapore Prison Office, Singapore Tourism Board, Singhealth Polyclinics, SL Global, Sysmex Asia Pacific.
• Toyota Motor Asia Pacific, United Engineers, United Paper Industries, UOB, Watsons Singapore, Wieland Metals Singapore, Woh Hup, World Scientific Publishing Co, Wright Starr Global, Yantai Raffles Shipyard.