Ultimate Performance: Measuring Human Resources at Work

Develop

Metrics associated with development include ways to measure training, professional learning, education, and promoting.

Managing Up. Interestingly, C-level executives rated understanding learning and development (L&D) metrics higher than the HR executive did in the survey. There is interest in how the L&D role impacts the organization. What processes have been streamlined through training? What elements of worker safety training have helped decline an injury rate? Has employee feedback on their managers improved since the last set of management training? In knowledge-based organizations, percentage of revenue spent on training is a huge element in assessing the investment in new intellectual capital for consultants.

Managing Out. Average Time to Break-even on Employee Contribution can be a helpful measurement coming out of learning and development that may provide insight into new ways to accelerate the process of getting an employee productive faster within a ramp-up time. Identifying and measuring those key processes become even more essential if your organization depends heavily on freelance, temp, and other workers that need to understand your needs and your culture without taking months to do so.

Managing Down. There are many indirect measures for developing employees that focus on including the percentage of Internal Hires, Employee Fluidity, Measuring Internal Mobility by A,B,C players, and more.