Half day open trai

1. Raising productivity
by Toronto Training and HR
May 2012

2. 3-4 Introduction to Toronto Training and
HR
Contents 5-6
7-8
Definition
Benefits of raising productivity
9-11 Calculating productivity
12-13 How to minimize distractions
14-15 Techniques to increase productivity
16-18 Economic growth
19-20 Labour productivity
21-22 Impact of a smooth career transition
23-26 Automating HR
27-42 HR measures
43-48 Points to consider with HR measures
49-50 Conclusion and questions
Page 2

3. Introduction
Page 3

4. Introduction to Toronto Training
and HR
• Toronto Training and HR is a specialist training and human
resources consultancy headed by Timothy Holden
• 10 years in banking
• 10 years in training and human resources
• Freelance practitioner since 2006
• The core services provided by Toronto Training and HR are:
- Training event design
- Training event delivery
- Reducing costs
- Saving time
- Improving employee engagement & morale
- Services for job seekers
Page 4

5. Definition
Page 5

6. Definition
Productivity
Page 6

7. Benefits of raising
productivity
Page 7

8. Benefits of raising productivity
It leads to reduced attrition
It leads to less infighting
It leads to proper hiring
Page 8

9. Calculating productivity
Page 9

10. Calculating productivity 1 of 2
Q = F (K,L,T)
where
Q = Output
L =Labour
K = Capital
T = Technological change (or productivity)
Page 10

11. Calculating productivity 2 of 2
Growth in output is represented
by
q=ak+bl+t
t=q-ak-bl
where
q = increase in l = Increase in output labour
k = increase in t = increase in capital technology
a, b = shares of capital and labour in output
Page 11

12. How to minimize
distractions
Page 12

13. How to minimize distractions
Start with prioritization
Set a schedule for your work
Remove distractions from your environment
Plan for time away from your desk
Delegate and collaborate where you can
Disconnect when you’re done
Page 13

14. Techniques to increase
productivity
Page 14

15. Techniques to increase
productivity
Constant communication
Crucial confrontation
Focus on feedback
Create collaboration
Remember to reward and recognize
Page 15

16. Economic growth
Page 16

17. Economic growth 1 of 2
Increases in the factors of production
Efficiency gains
Page 17

18. Economic growth 2 of 2
Output
Economic growth
GDP per capita
Page 18

19. Labour productivity
Page 19

20. Labour productivity
CHANGES
A change in capital intensity
A change in labour quality
A change in multifactor productivity
A cyclical change of the aggregate economic
activity
Page 20

21. Impact of a smooth career
transition
Page 21

22. Impact of a smooth career
transition
Cost of recruitment
Cost of training
Cost of compensation and benefits
Cost of workplace integration
Break-even point
Page 22

23. Automating HR
Page 23

24. Automating HR 1 of 3
RECRUITMENT STATISTICS
Don’t run reports in your applicant tracking
system, do display them on a dashboard
RESPONSE TIME AS A KPI
Don’t browse through requisitions, do build a
‘candidate alarm’
VISBILITY
Don’t use a Whiteboard, do create your Wallboard
Page 24

25. Automating HR 2 of 3
ONBOARDING
Don’t send ad hoc emails, do trigger automated
emails
ORGANIZATION CHARTS AND HEADCOUNTS
Don’t update manually, do auto-sync with your
HRIS
STAFF RECOGNITION
Don’t use a manual system, do keep the process
online and without restrictions
Page 25

26. Automating HR 3 of 3
PERFORMANCE REVIEWS
Don’t update your performance management
system, do make systems talk to each other
INDUCTION
Don’t use an online induction tool, do use a Wiki
Page 26

27. HR measures
Page 27

28. HR measures 1 of 15
HR COST
HR cost per employee
HR cost v revenue
Page 28

29. HR measures 2 of 15
HR RESPONSIVENESS
Average response time (ticket open with HR)
Average resolution time (ticket open with HR)
Page 29

30. HR measures 3 of 15
ISSUE MANAGEMENT
HR complaints by category
Average complaint resolution time
Legal costs
Settlement costs and penalties
Page 30

31. HR measures 4 of 15
RECRUITMENT
Cost per hire
Hiring cycle time
Hiring fill rate
Offer acceptance rate
Interview no-show rate
Average performance of new hires
Voluntary termination rate in first year
Involuntary termination rate in first year
First year turnover cost rate
Page 31

32. HR measures 5 of 15
RECRUITMENT
Manager satisfaction with new hires
Manager satisfaction with recruitment process
Employees recruited from key competitors
Page 32

33. HR measures 6 of 15
PRODUCTIVITY
Revenue per employee
Profit per employee
Profit per people $
Average days absent
Business specific productivity metrics
Salary increase v revenue increase
Page 33

34. HR measures 7 of 15
PERFORMANCE MANAGEMENT
Average performance rating
Problem employee rate
Rehabilitation rate for problem employees
Termination rate for problem employees
Average cost to terminate employee
Page 34

35. HR measures 8 of 15
COSTS
Average salary
Salary deviation (by job level)
Cost of benefits as a percentage of salary
Cost of benefits as a percentage of revenue
Page 35

36. HR measures 9 of 15
KEY EMPLOYEES AND STAR PERFORMERS
Key employee satisfaction rate
Key employee retention rate
Key employee cost rate
Key employees eligible for retirement
Bench strength
Key employee turnover by reason code
Page 36

37. HR measures 10 of 15
HR PIPELINE
Employee salary by level
Number of employees by band
Employee productivity by position
Attrition by level
Page 37

38. HR measures 11 of 15
EMPLOYEE RETENTION
Involuntary termination rate
Voluntary termination rate
Average retention period
Employees eligible for retirement
Employees eligible for early retirement
Average tenure
Voluntary termination by reason code
Page 38

39. HR measures 12 of 15
EMPLOYEE SATISFACTION
Job satisfaction
Job empowerment
Compensation satisfaction
Opportunities for advancement
Training and development effectiveness
Net promotion rate
HR department satisfaction rate
Management effectiveness
Clarity of company vision
Page 39

40. HR measures 13 of 15
EMPLOYEE SATISFACTION
Equal opportunities
Work/life balance
Employee commitment index
Market opportunity index
Employee complaints
Employee lawsuits
Page 40

41. HR measures 14 of 15
TRAINING AND DEVELOPMENT
Training cost per employee
Training per employee
Page 41

42. HR measures 15 of 15
DIVERSITY AND COMPLIANCE
Gender
Disabilities
Page 42

43. Points to consider with HR
measures
Page 43

44. Points to consider with HR
measures 1 of 5
Don’t just start measuring the usual suspects, start
with your organizational strategy and work from
there
Don’t copy your neighbor’s HR metrics for the
reason listed above
Don’t use benchmarks for the sake of
benchmarking because average does not equal
better result
Page 44

45. Points to consider with HR
measures 2 of 5
Don’t just email metrics out and expect your
managers to understand them-make sure the
metrics tell a compelling story
Don’t celebrate metrics that aren’t impactful
because no one cares how many days it takes you
to fill requisitions on average or if you have 100%
participation in the performance management
process, but they do care about what impacts
revenue, profit and costs-DIRECTLY
Page 45

46. Points to consider with HR
measures 3 of 5
Don’t use unreliable data or data that has not
been verified-this will make you lose credibility
points fast
Don’t go through a lesson in correlations and
regressions as no one cares; instead just tell the
story on how the data analysis has uncovered
something that impacts the business
Page 46

47. Points to consider with HR
measures 4 of 5
Don’t measure for measuring sake as tracking
hundreds of metrics is not smart nor does it move
the dial-determine what are those levers that
move your organizational success factors and
measure those
Don’t use fancy technology when an Excel
spreadsheet will do-start small and if you get
traction and buy in organizational wide then move
to a more robust solution
Page 47

48. Points to consider with HR
measures 5 of 5
Don’t depend on current employees to have the
analytical muscle to perform statistical testing-not
everyone feels comfortable with numbers…if you
have that talent within the organization great, but
that skill set is not one that is usually found in HR
departments
Page 48

49. Conclusion and questions
Page 49

50. Conclusion and questions
Summary
Videos
Questions
Page 50