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DISCLAIMER: The principles and suggestions in this handout and the ANALYZE HUMAN CAPITAL WITH HR METRICS webinar are presented to apply to diverse personal and company situations. These materials and the overall seminar are for general informational and educational purposes only. The materials and the seminar, in general, are presented with the understanding that CareerTrack is not engaged in rendering legal advice. You should always consult an attorney with any legal issues.

©2012 CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc.

ANALYZE HUMAN CAPITAL WITH HR METRICS

©2012 CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc.

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MODULE ONE

The Strategic Impact of Human CapitalWhat is Human Capital?

What is a Metric?

The Two Key Principles1. People are ____________________ whose value can be enhanced through ___________________ .

2. An organization’s human capital policies must be aligned to support the organization’s “ ____________________ ”

How Can Using HR Metrics to Measure Human Capital Impact Your Company?

©2012 CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc.

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Methods to Develop HR Metrics5-Part Self-AssessmentThis is from The United States General Accounting Offices (GAO) Report “Human Capital – A Self-Assessment Checklist for Agency Leaders”

1. ___________________________ : Establish the agency’s mission, vision for the future, core values, goals and objectives, and strategies.

2. ___________________________ : Integrate human capital strategies with the company’s core business practices.

3. ___________________________ : Foster a committed leadership team and provide reasonable continuity through succession planning.

4. ___________________________ : Recruit, hire, develop, and retain employees with the skills for mission accomplishment.

5. ___________________________ : Empower and motivate employees while ensuring accountability and fairness in the workplace.

MODULE TWO

©2012 CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc.

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MODULE THREE

Traps to Avoid Beginning to Correctly Value Employees’ Contributions

7 Traps to Avoid

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6.

7.

©2012 CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc.

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MODULE FOUR

How to Align Measurements to Meet the Organization’s Objectives The Common Process of Using HR Metrics

Examples:

The Recommended Process of Developing Metrics

©2012 CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc.

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MODULE FIVE

Ways to Implement an HR Measurement ProgramFour Steps to Implementing an HR Measurement Program:

1. Establish ownership and accountability

2. Determine scope of HR metrics and choose metrics to measure

3. Determine how you will implement the program

•Doityourselfwithyourownresources

• Evaluatesoftwaresolutions

• Hireaconsultingfirm

4. Start slowly and be patient