ROI & Human Capital Measurement
HR the strategic Business Partner.
For years learning and development has been seen as an "act of faith" at worst or an "on-cost" at best.
ROI & HUMAN CAPITAL MEASUREMENT
Now you can prove the financial value of all your HR activities, (recruitment, change, learning and development programmes) to the business and you can express this value in terms that the business understands i.e. top and bottom lines. As a result of learning and development, staff members make a greater contribution to the business. That extra contribution has a financial value.
Increasing Organisational Effectiveness :-
- Organisational Transitions
Efficient Project Management
Projecting Success
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Team Effectiveness :-
A team of stars or a star team
Health & Safety
Cooperation & Recognition, Reduce Accidents
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- Articles
- Cases Studies - Private Sector
- Cases Studies - Public Sector
INFORMATION & BROCHURES :
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Human Capital Measurement (HCM)
Beyond engagement
It is great to have an engaged workforce.
But engagement (the nature of the relationship between employer and employee) does not necessarily guarantee that they make the right kind of contribution to the organisation’s strategy.
Human Capital Measurement puts a financial value on the contribution made by your employees, collectively and individually. It provides a true measure of productivity. It analyses the organisational and personal factors that help or hinder profit, productivity and contribution. It enables you to create the right conditions for greater productivity - fast.
Used for:
- Providing a financial measure of the added value contributed by staff.
- Measuring productivity.
- Financial contribution made by the organisation's human resource.
- Measuring productivity (in financial terms) for individuals, groups, organisation.
- Measuring contribution made to the organisation by individuals, groups, teams.
- Restructuring.
- M & A s
- Evaluating changes in the contribution of the human resource.
- Analysing the impact of the organisation on productivity of staff.
Return on Investment (ROI)
Calculate the financial value to the business of Selection, Learning & Development, change Programmes. Going way beyond "happy sheets" - get a true evaluation of the financial value of L&D to your business.
Use our rigorous, research based online methodology to measure the financial value of any or all your HR activities, of selection, or learning and development, coaching, or change programmes so proving that HR/L&D is a true business partner.
Results
One client was able to justify a new training centre as a result of proving the financial ROI on all their learning and development programmes.
One provider of a tailor-made leadership programme showed an ROI of £1800 p.a. per participant (average). A different provider of the same programme averaged an ROI of over £20,000 p.a. per participant – a 10+ times improvement!
Used for:
- Calculating the financial return on investment of any training, coaching, development or organisational change programme.
- Evaluating the value or contribution in financial terms of any training course, development, coaching or organisational change programme.
- Comparing the effectiveness of different suppliers/providers of training or consulting services.
- Comparing the effectiveness of different training or development programmes.
- Evaluating the payback on culture change programmes.
- All staff affected by a training, coaching, development or change programme.
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