In today’s economy, training of employees is more important than ever as organizations cope with needing to increase revenue and maintain quality and capacity with a lean workforce. Most organizations must accomplish their training goals with a limited training budget, making the return on investment of every amount of money spent on training even more critical. This course is therefore aimed at helping each delegate acquire the components needed to implement and measure continuous performance improvement in the workforce aligned with achieving the business goals of each organization.

• Developing insight into various facts of HR Audit and thus make the HRM function business oriented
• Aligning HRM processes with the business goals of the organisation
• Build the skills participants would require to do HR Audit independently
• Understanding the various aspects of Balanced Scorecard
• Using the Balance Scorecard as a strategy execution tool for enhancing the overall productivity of the organisation
• Understanding the organisational performance models and diagnose the reasons for the lack of performance in an organisation
• Evaluating the current status of HRM function in an organisation

• The new human capital management model
• Data for management
• Two aspects of human capital
• What human resources can learn from finance
• People and information
• Data-to-value cycle
• The ROI race
• Points of measurement

Human Capital’s Contribution: Measurement

• Human-Financial Interface
• The H in Human Capital
• Human Capital Enterprise Scorecard
• Quantitative and Qualitative
• Human Capital Performance Evaluation
• Human Capital Scorecard
• Human Capital Accounting
• Performance Valuation

Review of Employee Benefits

• Benefits Program and Contract Management
• Benefits Finance and Systems
• Benefits Organizational Culture
• Employee Discipline and Appeals
• Opportunities for Improvement
• Performance Appraisal

Acting and Observing

• Finding and Using Documents and Organisational Evidence
• Collecting and Recording Qualitative Data
• Analysing Qualitative Data
• Collecting and Recording Quantitative Data
• Analysing Quantitative Data

Review of Recruitment and Training

• Accomplishments
• Improvements in progress
• Training needs and evaluation
• Labour relations
• Assessment of Timeliness Standards, Complete and Consistent Data

Making Recommendations