Lesson 1Recruitment metrics: time to hire, cost per hire, vacancy rate formulasExplains recruitment KPIs like time to hire, cost per hire, and vacancy rate, with exact meanings, formula options, data sources, and how to read results to better hiring speed, candidate feel, and workforce planning.
Defining requisition lifecycle start and endTime to hire and time to fill formulasCost per hire components and calculationVacancy rate and vacancy days per FTEReading recruitment KPIs and trade-offsLesson 2Engagement proxies and retention risk indicators: eNPS basics, early warning signalsIntroduces engagement stand-in measures and retention risk signs, including eNPS basics and early warnings from HR data, and explains how to mix quality and number inputs to focus targeted retention steps.
eNPS question design and scoring basicsParticipation rates and survey data qualityBehavioral early warning signals in HR dataBuilding composite retention risk dashboardsActing on insights and monitoring impactLesson 3Compensation metrics: average salary per FTE, median pay, pay mix fixed vs variable formulasDescribes pay KPIs like average salary per FTE, median pay, and pay mix between fixed and variable, including data prep, formula picks, and how to use these to watch fairness, competition, and cost.
Preparing clean compensation and FTE dataAverage salary per FTE calculation optionsMedian pay and distribution analysisPay mix fixed versus variable formulasEquity, competitiveness, and pay governanceLesson 4Performance and mobility: internal mobility rate, promotion rate calculationsLooks at KPIs tracking inside moves and promotions, including how to set eligible groups, calculate inside mobility and promotion rates, read trends by part, and link to talent lines and succession plans.
Defining internal mobility and eligible movesPromotion rate and internal mobility formulasData sources, time windows, and denominatorsSegmenting by role, grade, and diversityInterpreting trends and setting mobility targetsLesson 5Training and development: training hours per FTE, training spend per FTE formulasCovers training and development KPIs, focusing on training hours and spend per FTE, how to group learning doings, share costs, clean data, and use standards to check learning good work and build skills.
Defining training scope and learning categoriesTraining hours per FTE calculation stepsTraining spend per FTE and cost allocationData capture from LMS and finance systemsUsing benchmarks and targets for learning KPIsLesson 6Headcount and FTEs: definitions, inclusion rules, conversion formulasMakes clear headcount and FTE ideas, inclusion rules, and change formulas, explaining how to handle part-time, temp, and leave cases, match HR and finance views, and keep steady reporting across groups and times.
Headcount definitions: active and totalFTE concepts and standard hours baselinesFTE conversion formulas for part-time staffInclusion and exclusion rules by contractReconciling HR and finance headcount viewsLesson 7Time-related metrics: overtime hours and overtime cost rate calculationDetails time-related HR measures, including overtime hours and overtime cost rate, how to catch time data, manage different contracts and extras, check patterns by unit or shift, and use results to handle workload and rule risks.
Time tracking sources and data quality rulesOvertime hours and utilization rate formulasOvertime cost rate and premium calculationsAnalyzing overtime by unit, role, and shiftRisk signals and corrective action planningLesson 8Temporary and contingent labor: temp spend share, temp-to-perm conversion rate formulasFocuses on temp and contingent work KPIs, including temp spend share and temp-to-perm change rate, with advice on setting contingent types, joining vendor data, and using measures to manage cost and workforce bend.
Defining contingent worker types and scopeTemp spend share and volume KPIsTemp-to-perm conversion rate formulasVendor, agency, and payroll data integrationUsing KPIs to steer flex workforce strategyLesson 9Turnover metrics: voluntary vs involuntary, churn rate formulas, cohort turnoverCovers turnover KPIs, telling voluntary and forced leaves apart, explaining churn rate formulas and group turnover checks, and showing how to split results to spot hot areas, retention risks, and basic workforce changes.
Exit categories and data coding standardsTurnover and churn rate formula variantsCohort-based turnover tracking methodsSegmenting turnover by role and tenureLinking turnover insights to retention plansLesson 10Absenteeism: absence rate, days lost per FTE, recording rulesLooks at absenteeism KPIs, including absence rate and days lost per FTE, with advice on recording rules, absence types, data check, and how to read patterns to fix health, engagement, and rule matters.
Defining paid, unpaid, and justified absencesAbsence rate and frequency formulasDays lost per FTE and severity metricsRecording rules and manager responsibilitiesAnalyzing patterns and root cause follow-up
