HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.

1. www.thehrmetrics.com
Provides human capital measurement solutions to optimize
workforce productivity and organizational performance.
Sole education partner of SHRM USA in Pakistan for SHRM-CP
& SCP & recertification credit hours.
Programs approved by HRCI USA for GPHR, SPHR, PHR,
HRMP, HRBP

2. ABOUT US
HR Metrics provides Consulting, Training, Benchmarking
and Software support to use analytics for workforce
management.
We provide wide range of services to promote evidence based
management in HR, in order to boost your workforce
productivity and organizational performance.
We are pioneer in introducing evidence based Analytical
frameworks for workforce management in South Asia.

3. Our Vision
“Our vision is to optimize industrial productivity through
fact based analytical frameworks in workforce management
decisions”

4. Mission
We provide customized human capital management tools to
leverage workforce productivity for sustainable organization
and employees' growth

5. Core Values
• Focus on HR effectiveness and visible impact on bottom line
• Use cutting edge people performance optimization tools
• Data driven solutions supported by local industry research

6. Chief Consultant
Zahid Mubarik SHRM-SCP, GPHR, HRMP
CEO HR Metrics
President SHRM Forum Pakistan
Chairman Technical Committee HR Standards Pakistan
Member ISO Geneva TC 260-HR Standards
Ex Member Special Expertise Panel-Human Capital Measurement Metrics
SHRM USA

8. Paradigm Shift Operational to Strategic HR
HR Paradigm Shift towards Strategic Business Partner

9. View Big Picture
Mental model of the end-to-end system. Past, present,
future.
Understand Business
How people management IMPACTS the business goals
and strategy
Understand connections . Where is highest pay off.
What will be the impact to change something
Think Critically. Get Convergence and Alignment.
Break things down to root causes. Measure, Analyze
and correct
“You can have facts without thinking but you should
not be thinking without facts”
Ways to Become Strategic

10. Why HR Metrics
In today’s economy, 18-55% of operating cost in organizations goes to human
capital management. In an increasingly dynamic environment led by cost-cutting
and tight budget justification, the role of HR is increasingly becoming critical to
the organizational success. Shareholders and CEOs measure results. They are
interested to know how the investment in human capital impacts the top and the
bottom line of the organization. HR leadership is expected to have rigorous,
logical, and principles-based framework for showing connections between human
capital investments and organizational success.
Numbers are the universal language of business as they are expressed in the unit,
which is easily understandable. Business leaders prefer to take decision on
measurable, verifiable, objective data, rather than subjective gut feelings. HR's
traditional model of using gut feeling and impulsive emotions for workforce
decision making is woefully inadequate. A key responsibility of HR is to
articulate the logical connections between progressive HR practices and
organizational performance, and demonstrate those connections with data and
ratios.

11. Key Reasons
for Human
Capital
Measurement
Help in gap
analysis,
benchmarking
and action
planning to
achieve
Help in assessing
the financial
outcome of an
HR investment
for decision
making
Quantify HR
contribution to
the bottom line
in verificable
financial terms
Can be used as
measurable KPIs
to determine the
efficiency,
effectiveness and
outcome of HR
practices
Upgradation of
HR Professional
knowledge with
achivement of
Organizational
Objective

12. Organization
Productivity
Recruitment
and
Selection
Talent
Retention
Training and
Development
Career
Growth and
Leadership
Development
Employee
Relations
Strategic
Performance
Management
Human
Capital
Spending
HR Impact on Business

13. Measurement Areas
Hiring
Retention
Learning
Career
Growth
Leadership
Development
Employee
Relations
Performance
Management
Reward
Management
HR ROI
Organization
Productivity

14. Measurement Dimensions
Benefit
Volume
Cost
TimeQuality
User
Satisfaction

15. Cost per hire
Time to hire
Numbers hired
Premature
Turnover
Performance
Index
Compensation
per staff
Time to respond
to a request
Number of
grievances
Litigation rate
Employees
satisfaction
Index
Cost per trainee
Training Hour
per Staff
Numbers
trained
Below acceptable
skills
Supervisor
Satisfaction
Index
Cost of
Turnover
Turnover by
Service Tenure
Voluntary
turnover rate
Positions without
ready backup
Turnover
reasons
follow up
HIRING SUPPORTING DEVELOPING RETAINING
COST
TIME
VOLUME
QUALITY
USER
SATISFACTION
DIMENSIONS
Financial
Gain/Loss
Financial
Gain/Loss
Financial
Gain/Loss
Financial
Gain/Loss
FINANCIAL
IMPACT
An Example

16. Activity to Outcome Measurement
EFFICIENCY
Volume
Time
Cost
EFFECTIVENESS
Quality
User Satisfaction
OUTCOME
Financial Impact

17. Measurement Methodology
Justification Data/Metric Analytics
Gap Analysis Benchmarking
Financial
Impact

18. Levels of Measurement

19. Financial Gain/Loss to Business
Cost-Benefit Analysis
• $
Time
• $
Cost
• $
Volume
• $
Error
• $
Satisfaction

20. Measurement Benefits
Logical
Measurable
Practices
Impact
Product
Development
Improve
Customer
Service
Increase
Market
Share
Boost Share
Price

21. Human Capital Measurement
Analytics Software
www.hcmanalytics.net

22. Obstacles to Measurement

23. Following organizations
arranged this intervention

24. Engineering Ltd
Chairman Abdul Razak Dawood
(Former Minister of Commerce) and
CHRO Dr Sitwat Husain GPHR

25. Leasing Ltd
Orix Leasing Limited
CEO Teizoon Kisat with C Suite
CHRO, CFO, COO, Head Risk, Audit, Sales

26. Pharma Pakistan
Searle Pharma Pakistan
CHRO Athar Iqbal with C Suite

27. Pakistan Poverty Alleviation Fund
CEO Qazi Azmat Isa
with GMs and SMs

28. Point to Ponder
Business is always interested in outcome of HR interventions.
Even if you are using HR Metrics in your organization,
Please review
whether you are measuring only EFFICIENCY and ACTIVITIES
or EFFECTIVENSS and OUTCOME also?

29. Please contact for assistance
www.thehrmetrics.com
info@thehrmetrics.com
+92-51-4939069