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Human Capital Metrics Benchmarking Project

This benchmarking project highlights the necessity of collecting workforce intelligence to improve organizational performance and enhance workforce planning. By focusing on critical metrics such as promotion rates, turnover, and absenteeism, we can develop a comprehensive understanding of our workforce. The project builds on previous surveys and workshops to identify relevant metrics, with the goal of utilizing data for benchmarking and enhancing career development opportunities for employees. We urge local boroughs to join in this initiative for improved workforce outcomes.

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Human Capital Metrics Benchmarking Project

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  1. Human Capital Metrics Benchmarking Project Workforce Intelligence Group 23 January 2008

  2. Should we collect workforce intelligence?

  3. Why we should collect workforce data? • Workforce planning • Retaining talented workforce • Organisational performance • Boroughs ask for it!!!!! • Any more?

  4. Background to the project • Previous incarnation PMPI Survey • Jan 2007 metric workshop • Human capital metrics handbook • Summer – Autumn 2007 – identified metrics and produced definitions.

  5. The 16 Metrics

  6. Data Collection • Quarterly • Excel spreadsheet • Benchmarking data

  7. Survey Results – Most important metrics to organisation Top Five • Avg No. working days lost • Ethnicity as % of HC • Disability as % of HC • Cost of agency staff • Agency staffing rate Bottom Five • Promotion rate • Average age • Turnover by length of service • HR operating cost • Cost of absence

  8. Questions? • Are we simply reporting what we can report? • Are external reporting requests (AC, ONS) dictating what we report?

  9. Metric Focus – Promotion Rate • UK firms are providing too few opportunities for career development (ISR Research) • Career and development opportunities are the main reasons people leave employment (CIPD) Related measures: Promotion speed ratio,upward mobility, career path ratio

  10. Survey Results – Populating metrics Least difficult • Gender as % of avg headcount • Ethnicity as % of HC • Turnover rate • Average age • Disabilty & Age as % of HC Most difficult • Promotion rate • HR operating cost • Cost of absence • Cost of HR per employee • Avg time taken to recruit

  11. Issues • Response rates • Terminology/definitions Future • More boroughs involved • Use data for benchmarking • Data warehouse

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