Power Point Presentation Metrics
Power Point
Presentation Metrics
B Y: A M B E R L E E R YA N
H R M N 3 9 5 6 3 8 0 T H E T O TA L R E WA R D S A P P R O A C H T O
C O M P E N S AT I O N M A N A G E M E N T
Title Page
Metrics Should:
Give the whole picture, including quantity, quality, time, cost and effectiveness. Focus on key areas where change is necessary.
Develop a benchmark to use for evaluating progress toward goals.
Set goals and establish metrics for measuring progress.
If possible, be compared to metrics with similar measures from key competitors. Use the language of the business leaders, including ratios and measurements they know.
2
Introduction & Purpose
Measuring metrics is important to any business since it will allow Human
Resource professionals to provide a context around which organizational or unit performance can be analyzed more precisely.
The measurements could be:
•historical averages
•recent experiences
•projected future performance
•internal reference points
•external reference points.
3
Definition of the Term Metric
Metrics, also known as measures or key performance indicators, are simply a tool for assessing the impact of a particular project or activity.
Metrics can include quantitative and qualitative measures, such as:
•reducing turnover
•reducing time to hire
•increased production or services
•more satisfied employees
•more satisfied customers
•ability to expand or introduce new products
4
Explanation of the Use of Metrics in Evaluating the Success of the Total
Rewards Program
Qualitative or quantitative, metrics provide clear and tangible goals for a project, and criteria for project success. It is through the measurement and reporting of key metrics that programs can be assessed, evaluated, and changed, if necessary, to improve effectiveness.
5
Two Metrics
RECRUITMENT
RETENTION
Improving the recruitment procedure will assist a company to hire better people for the available positions. Hiring and training new employees costs the
company
Presentation Metrics
B Y: A M B E R L E E R YA N
H R M N 3 9 5 6 3 8 0 T H E T O TA L R E WA R D S A P P R O A C H T O
C O M P E N S AT I O N M A N A G E M E N T
Title Page
Metrics Should:
Give the whole picture, including quantity, quality, time, cost and effectiveness. Focus on key areas where change is necessary.
Develop a benchmark to use for evaluating progress toward goals.
Set goals and establish metrics for measuring progress.
If possible, be compared to metrics with similar measures from key competitors. Use the language of the business leaders, including ratios and measurements they know.
2
Introduction & Purpose
Measuring metrics is important to any business since it will allow Human
Resource professionals to provide a context around which organizational or unit performance can be analyzed more precisely.
The measurements could be:
•historical averages
•recent experiences
•projected future performance
•internal reference points
•external reference points.
3
Definition of the Term Metric
Metrics, also known as measures or key performance indicators, are simply a tool for assessing the impact of a particular project or activity.
Metrics can include quantitative and qualitative measures, such as:
•reducing turnover
•reducing time to hire
•increased production or services
•more satisfied employees
•more satisfied customers
•ability to expand or introduce new products
4
Explanation of the Use of Metrics in Evaluating the Success of the Total
Rewards Program
Qualitative or quantitative, metrics provide clear and tangible goals for a project, and criteria for project success. It is through the measurement and reporting of key metrics that programs can be assessed, evaluated, and changed, if necessary, to improve effectiveness.
5
Two Metrics
RECRUITMENT
RETENTION
Improving the recruitment procedure will assist a company to hire better people for the available positions. Hiring and training new employees costs the
company