Lesson 1Recruitment metrics: time to hire, cost per hire, vacancy rate formulasExplain recruitment KPIs like time to hire, cost per hire, an vacancy rate, includin precise definitions, formula variants, data sources, an how fi interpret results fi improve hirin efficiency, candidate experience, an workforce plannin.
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 signalsIntroduce engagement proxy metrics an retention risk indicators, includin eNPS basics an early warnin signals from HR data, an explain how fi combine qualitative an quantitative inputs fi prioritize targeted retention actions.
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 formulasDescribe compensation KPIs such as average salary per FTE, median pay, an pay mix between fixed an variable, includin data preparation, formula choices, an how fi use dese metrics fi monitor equity, competitiveness, an 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 calculationsExplore KPIs dat track internal mobility an promotions, includin how fi define eligible populations, compute internal mobility an promotion rates, interpret trends by segment, an link results to talent pipelines an succession plannin.
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 formulasCover trainin an development KPIs, focusin on trainin hours an spend per FTE, how fi classify learnin activities, allocate costs, clean data, an use benchmarks fi evaluate learnin effectiveness an support capability buildin.
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 formulasClear up headcount an FTE concepts, inclusion rules, an conversion formulas, explain how fi treat part-time, contingent, an leave cases, align HR an finance views, an ensure consistent reportin across entities an time periods.
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 calculationDetail time-related HR metrics, includin overtime hours an overtime cost rate, how fi capture time data, handle different contracts an premiums, analyze patterns by unit or shift, an use results fi manage workload an compliance 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 formulasFocus on temporary an contingent labor KPIs, includin temp spend share an temp-to-perm conversion rate, wid guidance on definin contingent categories, consolidatin vendor data, an usin metrics fi manage cost an workforce flexibility.
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 turnoverCover turnover KPIs, distinguish voluntary an involuntary exits, explain churn rate formulas an cohort turnover analysis, an show how fi segment results fi identify hotspots, retention risks, an structural workforce shifts.
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 rulesExamine absenteeism KPIs, includin absence rate an days lost per FTE, wid guidance on recordin rules, absence categories, data validation, an how fi interpret patterns fi address health, engagement, an compliance issues.
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
