HR and Innovation PerspectiveThis perspective includes employee training and corporate cultural attitudes related to both individual and corporate self-improvement. In a knowledge-worker organization, people - the only repository of knowledge - are the main resource. In the current climate of rapid technological change, it is becoming necessary for knowledge workers to be in a continuous learning mode. Government agencies often find themselves unable to hire new technical workers, and at the same time there is a decline in training of existing employees. This is a leading indicator of 'brain drain' that must be reversed. Metrics can be put into place to guide managers in focusing training funds where they can help the most. In any case, learning and growth constitute the essential foundation for success of any knowledge-worker organization. Other KPI perspectivesAccording to the balanced scorecard the KPIs are divided into the following four perspectives: |
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Labels
Committed Headcount
Employee Turnover Rate
Entries
Executed Hirings
Full Time Equivalents (FTE)
Headcount
Headcount Budget
Headcount Forecast
Illness Days per FTE
Illness Rate
Innovation Rate
Investment Rate
Overtime Hours per FTE
Overtime Rate
Projected Headcount
R&D Costs as a % of Gross Revenue - Earned
Remaining Forecast Headcount Growth
Remaining Headcount Budget
Staff Costs per FTE
Terminations
Training Hours per Full Time Equivalent (FTE)
Vacancies Open
Comments (3)
Sep 14, 2007
Irina Loesche says:
Hi, I think the new structure of KPis is really good. We should keep HR and Inn...Hi,
I think the new structure of KPis is really good. We should keep HR and Innovation KPIs separate as the topics are not that much relevant to each other.
Thanks,
Irina
Feb 02, 2008
Marshall Melnychuk says:
In my mind, and in my work, this level, (level 4 if you will of the Balance Scor...In my mind, and in my work, this level, (level 4 if you will of the Balance Scorecard approach) is where the rubber meets the road as far as demonstrating the management and leadership abilities of managers in a corporation. The title you are using, 'HR & Innovation', I think is limiting and should be expanded. Perhaps to something like, "HR, Innovation, Learning & Growth" (which I know is described on the HR & Innovation page).
I see the potential of numerous KPI's, which may be difficult to define as a business standard, related to communication skills, teamwork, 360 reviews, etc., the intangible things that when analysed reflect the ability of front-line people to collaborate, get things done and add value to a company.
I far too often see companies with performance review programs that are weakly implemented. Either they have become a burdensome process that are hastily done once per year because it is one of the managers' tasks to get it in to HR, or they are not really used to assist the employee to grow personally and professionally which in turn adds value.
The ability of a manager to become a leader and help chart a course for improvement and growth for his/her reports is a very significant measure, which is all to often not measured at all.
I look forward to reading and contributing to this wiki and associated blogs.
Marshall
Apr 22, 2009
Nydia Nydia says:
I have a question, In mySAP ERP HCM - A Complete Solution(PPT) i noticed there ...I have a question,
In mySAP ERP HCM - A Complete Solution(PPT) i noticed there are 91 KPIs and 250 Key figures,
Does HR, Innovation KPI includes all KPIs, i dont think so. Moreover most of the KPI is yet to update, we are not clear about this.