Lesson 1Recruitment metrics: time to hire, cost per hire, vacancy rate formulasExplains recruitment KPIs such as time to hire, cost per hire, and vacancy rate, including precise definitions, formula variants, data sources, and how to interpret results to improve hiring efficiency, candidate experience, 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 proxy metrics and retention risk indicators, including eNPS basics and early warning signals from HR data, and explains how to combine qualitative and quantitative inputs to 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 formulasDescribes compensation KPIs such as average salary per FTE, median pay, and pay mix between fixed and variable, including data preparation, formula choices, and how to use these metrics to monitor equity, competitiveness, 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 calculationsExplores KPIs that track internal mobility and promotions, including how to define eligible populations, compute internal mobility and promotion rates, interpret trends by segment, and link results to talent pipelines and succession planning.
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 classify learning activities, allocate costs, clean data, and use benchmarks to evaluate learning effectiveness and support capability building.
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 formulasClarifies headcount and FTE concepts, inclusion rules, and conversion formulas, explaining how to treat part-time, contingent, and leave cases, align HR and finance views, and ensure consistent reporting across entities and 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 calculationDetails time-related HR metrics, including overtime hours and overtime cost rate, how to capture time data, handle different contracts and premiums, analyze patterns by unit or shift, and use results to manage workload and 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 formulasFocuses on temporary and contingent labor KPIs, including temp spend share and temp-to-perm conversion rate, with guidance on defining contingent categories, consolidating vendor data, and using metrics to manage cost and 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 turnoverCovers turnover KPIs, distinguishing voluntary and involuntary exits, explaining churn rate formulas and cohort turnover analysis, and showing how to segment results to identify hotspots, retention risks, and 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 rulesExamines absenteeism KPIs, including absence rate and days lost per FTE, with guidance on recording rules, absence categories, data validation, and how to interpret patterns to address health, engagement, and 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
