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Key Performance Indicators (KPIs) for Human Resources: Measuring Performance Quality for Human Resources

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Key Performance Indicators (KPIs) for Human Resources

Measuring Performance Quality for Human Resources


This training course utilizes a combination of interactive techniques, such as short lectures, group activities, numerical exercises, and simulation exercises.

Course Objectives

Course Objectives

By the end of the course, participants will be able to:

  • Defend the applied metrics, procedures, and Key Performance Indicators (KPIs) in Human Resources (HR) and demonstrate their role in measuring the effectiveness of the HR function.
  • Include KPIs that should be used to measure Human Resources as a function.
  • Identify and calculate the KPIs that should be used to measure the financial efficiency of HR operations. Design and calculate the key formulas for evaluating the financial contribution of human resources to the organization.
  • Generate and calculate an employee satisfaction index and use it to measure employee morale.
  • Explain employee turnover, its types, and various formulas used to calculate it. Create and implement a Balanced Scorecard specific to Human Resources.

Target Audience

This course targets HR professionals who have worked in any HR role for a minimum of three years. It will help them facilitate the evaluation and reporting of HR effectiveness to top management, as well as enhance their image as business partners. Naturally, this course is suitable for HR managers and top executives who have a general responsibility in the HR function.

Program Content

  • Key Result Areas (KRAs), Key Performance Indicators (KPIs), and Goals Objectives, Missions, and Targets The relationship between strategy and performance From KRAs to KPIs, goals, and the Balanced Scorecard Sequential goals SMART goals
  • Measures and Key Performance Indicators The importance of measurement Measures, metrics, and KPIs: key differences Characteristics of SMART Key Performance Indicators Types of Key Performance Indicators (KPIs) Common mistakes when using Key Performance Indicators (KPIs)
  • Organizational Key Performance Indicators Organizational appearance and reputation Competitiveness of salaries Value added by human resources Job growth Absenteeism rates and cost of absenteeism Employee morale
  • Financial Key Performance Indicators Return on Human Resources Labor costs Cost per hire Cost per trainee Opportunity cost Supervisory ratios Supervision costs Compensation and benefits
  • Operational Key Performance Indicators Measuring efficiency of recruitment and selection Measuring the effectiveness of recruitment Using the Hiring Process Hurdle (HPH) model to reduce nepotism in selection Using overall yield rates and selection ratios Measuring the effectiveness of evaluation systems Employee attrition Voluntary turnover vs. involuntary turnover Attrition vs. turnover (net and gross mobility) Identifying attrition metrics Identifying attrition costs Analyzing and interpreting attrition data Healthy and unhealthy employee attrition: when is attrition beneficial to the organization?
  • Conclusion: Designing a Human Resources Performance Scorecard Using the performance scorecard as a strategic tool Data compilation Top management reports for human resources.

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