l&d kpis

KPIs for

LEARNING & DEVELOPMENT

Related Process Pipeline Management

KPI

Introduction

KPI

Introduction

What are the KPIs?

Retention Rate

% of Newie, Junior and

Senior

Applicants /TLP

1. Retention

Rate

Retention Rate

Retention rate – is a percentage of TMP/TLP participants we retain after a given period of time

What is Retention Rate?

How to measure it?

By 1 recruitment

Overall by current month

How to set the GOAL for RR? Based on the previous Retention rate Considering Processes that will be

improved in the future

Induction Pipeline management for TMP Learning LEAD

Processes that affects it:

How to measure RR?

By 1 recruitment

RECRUITMENT

TREND & ANALYZE

GOALs

# Members overall # Members by functions (incl. support areas)

By months By Quarters

(Recruitment Q)

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)

“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%

Example

Retention Rate % EXAMPLE ANALYZE –

GOAL - IMPROVE

Q Months # TMP RR% PROCESS

Q1

Jan 100 Recruitment

Feb 90 90% Induction

Mar 85 85% Learning

Q2

Apr 85 85% LEAD & learning

May 60 60% Reallocation to another roles

June 50 50% Learning

Q3 July 50 50%

LEAD & learning + new

RECRUITMENT

Aug 40 40% Learning

NEEDs ASSESMENT

Retention Rate % EXAMPLE ANALYZE and IMPROVE by functions

Month #TMP RR% i GCDP

oGCDP iGIP oGIP TM Com Fin

ER

Jan 100 35 30 20 15

Feb 90 90% 35 30 25 10

Mar 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




ER

Jan 100 35 30 20 15

Feb 90 90% 35 30 25 10

Mar 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

Induction in GIP programs

IMPROVE




ER

Jan 100 35 30 20 15

Feb 90 90% 35 30 25 10

Mar 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

IMPROVE




ER

Jan 100 35 30 20 15

Feb 90 90% 35 30 25 10

Mar 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

IMPROVE

2. Applicants

/TLP

Applicants / TLP What is APP/TLP? APP/TLP= # Applicant per 1 TLP position

Applicants / TLP What is APP/TLP?

How to set the goal for #TLP?

APP/TLP= # Applicant per 1 TLP position

X goals

Team structures

GOAL: Needed # TLs by functions

GOAL: # TLs needed overall (when + who + how many)

Applicants / TLP What is APP/TLP?

How to set the goal for #TLP?

APP/TLP= # Applicant per 1 TLP position

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

# of Current

Members

Applicants / TLP

What to consider at LC level while setting and tracking goal for applicants/TLP?

# of New Members

Notes This is only for LC level. However, output for MC level and LCP role is yet to be developed

Applicants / TLP EXAMPLE

i GCDP oGCDP iGIP oGIP

X goals 200 90 20 25

Team structure 1 team = 20 X 1 team = 15

X 1 team = 5 X 1 team =

5 X

TLP goal 10 6 4 5 Overall 25

Applicant/ TLP (2 Appl per 1 TLP) 50

How to set the goal?

3. % of Newie, Junior and

Senior

WHY Newie-junior-senior?

Knowledge-Skills-Attitude (KSA)

Customized approach to L&D by role

Pipeline management for TLP

% Newie – junior - senior What is Newie-Junior-Senior?

% Newie – junior - senior

What is the measurement based on?

Role

Personal Development (Attitude, Skills and Knowledge

developed) and Performance

Members, TLs, VPs, LCP, MC VPs, MCPs

% Newie – junior – senior What is the measurment?

January April

Jan Feb Mar Apr

#TMP #TMP #TMP #TMP

Newie 80 50 40 30

Junior 15 30 30 35

Senior 5 10 15 20

Overall 100 90 85 85

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 Newie-Junior-Senior system and goals, according to our future needs for TLP

Related Process Pipeline Management

LEAD

Individual Development Plan

Performance

Appraisal

LEARNING

Retention Rate

% of Newie,

Junior and Senior

Applicants /TLP

Process connected to KPIs

Process that Supports KPI Management

Pipeline Management

Re-allocation and Recruitment

Questions

l&d kpis

Business

applicants

retention

retention

lc level

1 tlp position

er gcdp

tls needed

needed tls