![Example
“My LC want to measure my retention rate in July and we recruited in January,
March and June.
In July,
70 out of the 100 members recruited in January recruitment,
50 out of the 90 recruited in March,
20 out of the 50 recruited in June are retained,
So what’s the overall retention rate in my LC in July?”
[(70/100)/6+(50/90)/4+(20/50)/1] / (1/7+1/4+1/1)
= 63,25/1,39=45%](https://image.slidesharecdn.com/ldkpis-131024022320-phpapp02/85/L-D-KPIs-9-320.jpg)
L&D KPIs
- 1. KPIs for LEARNING & DEVELOPMENT
- 4. What are the KPIs? Retention Rate Applicants /TLP % of Newie, Junior and Senior
- 6. Retention Rate What is Retention Rate? Retention rate – is a percentage of TMP/TLP participants we retain after a given period of time How to measure it? By 1 recruitment How to set the GOAL for RR? Based on the previous Retention rate Considering Processes that will be improved in the future Overall by current month Processes that affects it: Induction Pipeline management for TMP Learning LEAD
- 7. How to measure RR? By 1 recruitment RECRUITMENT TREND & ANALYZE # Members overall # Members by functions (incl. support areas) GOALs By months By Quarters (Recruitment Q)
- 8. Global Measurement for Retention Rate Overall Retention Rate Formula RR1, RR2 and RR3 represent the retention rate of the member from recruitment 1, 2 and 3 respectively. F1, F2 and F3 represent the No. of month passed since recruitment 1, 2 and 3 respectively. Thus we have: Overall RR =(RR1/F1+RR2/F2+RR3/F3) / (1/F1+1/F2+1/F3)
- 9. Example “My LC want to measure my retention rate in July and we recruited in January, March and June. In July, 70 out of the 100 members recruited in January recruitment, 50 out of the 90 recruited in March, 20 out of the 50 recruited in June are retained, So what’s the overall retention rate in my LC in July?” [(70/100)/6+(50/90)/4+(20/50)/1] / (1/7+1/4+1/1) = 63,25/1,39=45%
- 10. Retention Rate % EXAMPLE ANALYZE – GOAL - IMPROVE Q Months Jan 90 90% Induction Mar 85 85% Learning Apr 85 85% LEAD & learning May 60 60% Reallocation to another roles June Q2 100 Feb Q1 # TMP RR% PROCESS 50 50% Learning Recruitment July 50 50% Aug Q3 LEAD & learning + new RECRUITMENT 40 40% Learning NEEDs ASSESMENT
- 11. Retention Rate % EXAMPLE ANALYZE – GOAL - IMPROVE Q Months Jan 90 90% Induction Mar 85 85% Learning Apr 85 85% LEAD & learning May 60 60% Reallocation to another roles June Q2 100 Feb Q1 # TMP RR% PROCESS 50 50% Learning Recruitment July 50 50% Aug Q3 LEAD & learning + new RECRUITMENT 40 40% Learning NEEDs ASSESMENT
- 12. Retention Rate % EXAMPLE ANALYZE and IMPROVE by functions Month #TMP RR% Jan 100 Feb 90 Mar i Fi oGCDP iGIP oGIP TM Com ER GCDP n 35 30 20 15 90% 35 30 25 10 85 85% 35 30 25 5 Apr 85 85% 35 30 25 5 May 60 60% 15 15 15 5 5 5 June 50 50% 10 15 15 0 5 5 July 50 50% 10 15 15 0 5 5 Aug 40 40% 10 15 15 0 0 0 IMPROVE
- 13. Retention Rate % EXAMPLE ANALYZE and IMPROVE by functions Month #TMP RR% Jan 100 Feb 90 Mar i Fi oGCDP iGIP oGIP TM Com ER GCDP n IMPROVE Induction in GIP programs 35 30 20 15 90% 35 30 25 10 85 85% 35 30 25 5 Apr 85 85% 35 30 25 5 May 60 60% 15 15 15 5 5 5 June 50 50% 10 15 15 0 5 5 July 50 50% 10 15 15 0 5 5 Aug 40 40% 10 15 15 0 0 0
- 14. Retention Rate % EXAMPLE ANALYZE and IMPROVE by functions Month #TMP RR% Jan 100 Feb 90 Mar i Fi oGCDP iGIP oGIP TM Com ER GCDP n IMPROVE Induction in GIP programs 35 30 20 15 90% 35 30 25 10 85 85% 35 30 25 5 Apr 85 85% 35 30 25 5 May 60 60% 15 15 15 5 5 5 June 50 50% 10 15 15 0 5 5 July 50 50% 10 15 15 0 5 5 Aug 40 40% 10 15 15 0 0 0 Learning in oGIP
- 15. Retention Rate % EXAMPLE ANALYZE and IMPROVE by functions Month #TMP RR% Jan 100 Feb 90 Mar i Fi oGCDP iGIP oGIP TM Com ER GCDP n IMPROVE Induction in GIP programs 35 30 20 15 90% 35 30 25 10 85 85% 35 30 25 5 Apr 85 85% 35 30 25 5 May 60 60% 15 15 15 5 5 5 June 50 50% 10 15 15 0 5 5 July 50 50% 10 15 15 0 5 5 Aug 40 40% 10 15 15 0 0 0 Learning in oGIP Reallocation in GCDP projects
- 17. Applicants / TLP What is APP/TLP? APP/TLP= # Applicant per 1 TLP position
- 18. Applicants / TLP What is APP/TLP? APP/TLP= # Applicant per 1 TLP position How to set the goal for #TLP? X goals Team structures GOAL: Needed # TLs by functions GOAL: # TLs needed overall (when + who + how many)
- 19. Applicants / TLP What is APP/TLP? APP/TLP= # Applicant per 1 TLP position How to set the goal for #TLP? X goals Team structures GOAL: Needed # TLs by functions GOAL: # TLs needed overall (when + who + how many) How to set the goal for #APP/TLP? # Applicants applied per cycle & per function (based on selection process for TLP
- 20. Applicants / TLP What to consider at LC level while setting and tracking goal for applicants/TLP? # of New Members # of Current Members Notes This is only for LC level. However, output for MC level and LCP role is yet to be developed
- 21. Applicants / TLP EXAMPLE How to set the goal? i GCDP X goals Team structure TLP goal oGCDP iGIP oGIP 200 90 20 25 1 team = 15 1 team = 1 team = 20 X X 1 team = 5 X 5X 10 6 Overall Applicant/ TLP (2 Appl per 1 TLP) 4 5 25 50
- 22. 3. % of Newie, Junior and Senior
- 23. WHY Newie-junior-senior? Knowledge-Skills-Attitude (KSA) Customized approach to L&D by role Pipeline management for TLP
- 24. % Newie – junior - senior What is Newie-Junior-Senior?
- 25. % Newie – junior - senior What is the measurement based on? Personal Development Role Members, TLs, VPs, LCP, MC VPs, MCPs (Attitude, Skills and Knowledge developed) and Performance
- 26. % Newie – junior – senior What is the measurment? Jan #TMP Feb #TMP Mar #TMP Apr #TMP Newie 80 50 40 30 Junior 15 30 30 35 Senior 5 10 15 20 Overall 100 90 85 85 January April
- 27. How to set the goal for Newie junior senior EXAMPLE Now it’s January before the recruitment. And in May, we need to have 50 candidates for the 25 team leader roles. From Current Members, we have 20 senior members. Which means we still have a gap of 30 senior members that we need to develop for TL candidate pool. This shows that after the recruitment(current + new members), we need to develop at least 30 members to be senior members. (We suppose senior members are qualified to be TL candidates) TIPS We can do recruitment planning with NewieJunior-Senior system and goals, according to our future needs for TLP
- 29. Process connected to KPIs LEARNING Retention Rate Performance Appraisal Individual Development Plan Applicants /TLP % of Newie, Junior and Senior LEAD
- 30. Process that Supports KPI Management Pipeline Management Re-allocation and Recruitment
- 31. Questions