Mastering HR management control and its budget monitoring
Context and rationale
HR management control consists of measuring the performance of an organisation's human capital.
Its main benefit is that it provides a very accurate picture of the company's internal climate. Through it, a company can get a clear idea of its payroll and the factors that influence it, such as pay policy, internal promotions, staff turnover and the types of contracts signed (permanent, work-study, etc.). Effective HR management control also gives the company an accurate picture of the relationship between its teams' performance and the results it produces.
This course will enable you to analyse the factors behind changes in payroll and to master the preparation of the budget for staff costs and expenses.
Training objectives
- Analysing the factors behind changes in payroll
- Mastering the preparation of the budget for staff costs and expenses
- Mastering the challenges of HR management control
- Steering HR management control dashboards
Training content
Module 1: fundamentals and challenges of HR management control
- Definition and key tasks of HR management control.
- Measuring all social costs (payroll, turnover, absenteeism, seniority...).
- The approach and tools of HR management control: analysis, reporting, forecasting, steering...
- Anticipating changes.
- Positioning within the company and interaction with the HR functions (compensation and benefits, HR director...) and finance functions.
Module 2: building the budget for staff costs and expenses
- Implementing the budget process.
- Simulating general pay rises.
- Simulating individual pay rises.
- Taking the reference payroll into account.
- Taking staff movements into account.
- Taking the effects of activity into account (overtime, extra work, short-time working).
- Simulating headcount, turnover and structure effects.
- Adding the other payroll items.
- Assessing the weight of social charges.
- Adding non-permanent and non-contributory items.
Module 3: payroll budget monitoring: the specific control
- Assumptions and restatements: headcount movements, changes in working time, variable pay, paid leave, daily allowances, inflation and exchange rates...
- Variance analysis: headcount and structure effects, level effects, mass effect, carry-over, turnover effect, seniority and skill drift...
Module 4: designing HR dashboards
- Clarifying the objectives.
- Making the link with the company's strategy: defining HR policies.
- Distinguishing performance indicators from steering indicators.
- Identifying relevant indicators.
- The design principles of a dashboard.
- Integrating the different dimensions of performance.
- Adapting the model to the HR sphere.
Module 5: practical work
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