A performance improvement plan is a formal process used by supervisors to help employees improve performance or modify behavior. The performance improvement plan, as it is sometimes called, identifies performance and/or behavioral issues that need to be corrected and creates a written plan of action to guide the improvement and/or corrective action. This course offers a deep-dive into HPI topics, presented in an engaging, interactive, and easy-to-apply way.


By the end of the program, participants will be able to:

  • Explain the metrics, measures, and Key Performance Indicators (KPIs) applied to HR and show the role they play in measuring the effectiveness of Human Resources.
  • List the KPIs that should be used in measuring Human Resources as a function.
  • List and calculate the main KPIs that should be used to measure the efficiency of the critical processes in HR.
  • Design and calculate the main formulae for evaluating the financial contribution of HR to the organization.
  • Design and calculate the employee satisfaction index and use it to measure employee morale.
  • Explain employee turnover, its types and the various formulae used to calculate it


Human Resources professionals who need to evaluate, and report on, the effectiveness of Human Resources to senior management. The program is also suitable for Human Resources managers and senior executives who are accountable for the overall contribution of the HR function.


Key Performance Indicators (KPIs)

  • The Importance of Measuring
  • Measures, Metrics and KPIs: The Main Differences
  • Characteristics of SMART KPIs
  • Types of KPIs
  • Common Mistakes when Using KPIs

Organizational KPIs

  • Organizational Appeal and Reputation
  • Salary Competitiveness
  • Human Value Added
  • Career Growth
  • Absenteeism Rates and Absenteeism Cost
  • Employee Morale

Financial KPIs

  • Return on Human Capital
  • Labor Cost
  • Cost per Hire
  • Cost per Trainee
  • Opportunity Cost
  • Supervisory Ratios
  • Cost to Supervise
  • Compensation and Benefits

Process KPIs

  • Measuring Efficiency of Recruitment and Selection
  • Measuring Effectiveness of Hiring
  • Using Hurdles Per Hire (HPH) to Reduce the Use of “Wasta” in Selection
  • Using Aggregate Yield Ratios and Selection Rates
  • Measuring Effectiveness of Appraisal Systems

Employee Turnover

  • Voluntary versus Involuntary Turnover
  • Turnover versus Attrition (Gross and Net Turnover)
  • Identifying Turnover Metrics
  • Identifying Turnover Costs
  • Analyzing and Interpreting Turnover Data
  • Healthy versus Unhealthy Turnover: When Is Turnover Good for the Organization?

Wrap-Up: Designing an HR Scorecard

  • The Balanced Scorecard as a Strategic Tool
  • Putting it All Together
  • Reporting HR to Top Management


A variety of methodologies will be used during the course that includes:

  • Lectures
  • Case Studies and Self Questionaries
  • Group Work
  • Techniques
  • Role Play
  • Concepts
  • Pre-assessment and Post-assessment
  • Variety of Learning Methods