THE CANADIAN HUMAN CAPITAL BENCHMARKING SURVEY

THE CANADIAN HUMAN CAPITAL PERFORMANCE
MEASUREMENT & BENCHMARKING REPORT

These key metrics provide very relevant and meaningful insight into and evaluation of the performance and effectiveness of the people management and development within the organization; help focus on where changes or improvements are needed; and what action or intervention will provide the best results.  They bring focus and help to evaluate operating results; provide relevant comparisons within the related industry group(s), or to focus on top performance organizations; and to take actions to improve operating performance and the return on investment in human assets.

 

Key trends in each of the areas of measurement also indicate the changing and/or improving performance of the company as well as within each industry group.  Each separate section has a lead area of trends and highlights, which address priorities, performance and results in those key areas.  

 

The Performance Measurement and Benchmarking Process and Program provides a tremendous understanding of and insight into the key performance areas of the organization, as they relate to the human assets; and where and how to analyze results, track action and progress of greatest impact and influence of performance, results and contribution.  Many organizations use the process and information they receive to help establish positioning targets, overall organizational performance standards, to track their investment in human assets and the return received on that investment, as well as to monitor progress on intervention, new programs or initiatives and results of performance, including where and how “value” is being added.

 

Given the tremendous impact and importance of our human capital and the contribution they make to our ongoing success; it is imperative that we utilize such process and tools to establish performance measurement and continuous improvement programs, that will help us not only to be more successful, but to gain competitive advantage in these changing and challenging times.

 

The Key Challenges facing our organizations now include;

> Attracting and retaining the right and best people (high performance/high potential)
> Developing an open, strong, supportive and team culture
> Enhancing the development, transfer and use of knowledge in our organizations
> Developing leaders to meet the new needs and challenges, now and in the future.

 

Organizational leadership faces four major challenges, which are:

> Leading the business change and development while achieving current business goals,
> Managing sometimes unknown but significant impacts towards planned, relevant and value based results,
> Developing themselves into a new style of leader and manager, with a balanced and strong focus on the human capital, and,
> Maximizing the learning, knowledge, experience and the sharing and effective us of it within the Organization.

 

More specific information about Human Capital Benchmarking Performance Management and the survey and report, special training workshops, and what to consider for your organization, is available by calling the offices of The Wynford Group or our affiliates.

 

For more information contact The Wynford Group toll-free at:

1-877-264-5166

or email at: survey@wynfordgroup.com

Report Structure

 

The 2007 Canadian Human Capital Benchmarking Report, your benchmarking resource, will have eleven sections:

 

1. Compensation
2. Benefits
3. Separations
4. Staffing
5. Education, Training and Development
6. Industrial/Labour Relations
7. Employee Relations
8. Health & Safety
9. HR Structure, Resources & Effectiveness 
10. Organizational Performance & Effectiveness 
11. Employee Satisfaction

 

Each section contains an introduction which provides definitions and explanations of the measures in that section.

 

Report Sample Ratio - Human Capital ROI
(From the Organizational Performance & Effectiveness Section)

What are the Linkages and Relationships?

The Human Capital ROI reflects all of the elements that impact employee productivity, expense and profitability.  Essentially it puts all of the employee impact on the company together in one place by integrating revenue, expense, income, compensation costs and benefits into the formula.  The chart indicates that separation metrics impact staffing metrics as well as Revenue and Expense Factors.  Compensation and benefits metrics, which are the cost of people, are key components of the Human Capital ROI calculation.  They also influence the separation metrics.  Company strategies affect behavior, morale, policy and practice on all activities in the organization.  The result of these components is the Human Capital RIO.  Because of theses key relationships, which indicate the rate of return of the human cost, it can be seen that HR has an important strategic role to play in the organization.  Almost, everything that affects people can be influenced by HR.

 

Sample Breakdown by Industry Group

    

Industry

Mean

Percentile

10

25

50

75

90

Industry 1

$1.51

$1.01

$1.20

$1.41

$1.67

$1.73

Industry 2

$2.13

$1.54

$1.71

$1.93

$2.33

$2.54

Industry 3

$1.93

$1.24

$1.49

$1.78

$2.12

$2.31

Industry 4

$1.68

$1.11

$1.34

$1.60

$1.96

$2.30

Industry 5

$1.10

$0.83

$0.92

$1.02

$1.22

$1.33

Industry 6

$1.41

$0.89

$1.05

$1.32

$1.69

$1.91

Industry 7

$1.22

$0.88

$1.00

$1.14

$1.53

$1.86

Industry 8

$1.87

$1.32

$1.50

$1.73

$2.07

$2.27

Industry 9

$2.74

$1.89

$2.16

$2.50

$2.89

$3.17

Industry 10

$2.19

$1.69

$1.85

$2.01

$2.48

$2.79

Industry 11

$0.96

$0.48

$0.64

$0.89

$1.19

$1.37

Industry 12

$1.62

$1.12

$1.29

$1.53

$1.90

$2.16

Average

$1.95

$1.18

$1.49

$1.81

$2.17

$2.39

Printable PDF Here
 (From the 2003 Performance Measurement & Benchmarking Analysis Report)

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