Frequently Asked Questions

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All businesses have systems and processes for which persons have responsibilities.  Oftentimes a new project needs dedicated personnel to ensure that the work gets done efficiently and effectively.   A consultant comes with the expertise and availability to complete the tasks and achieve project objectives.

HRM is the capacity to attract, hire and manage employees in an organisation in order for them to produce optimal results and outcomes for the achievement of goals and objectives set, for each individual employee, and collectively for the business.  The HRM functions are 

 HR Strategy & Planning, legal compliance, safe and just environment, recruitment & time keeping, onboarding & human resource development, pay & performance management, retention & engagement, leave entitlements & absence monitor, diversity & inclusion and separation.   

HRM analytics is the gathering and analysing of HRM data to determine HRM outcomes, as well as assessing and/or evaluating the outcomes to determine performance, efficiency level or value added by the HRM department.   HRM metrics and formulae help ascertain the efficiency level of HRM functions completed.

Kaizer Human Resource Management Metrics Calculator (KHRMMC) is an evaluation tool using HRM metrics or formulae to automatically calculate (after customers input statistics) and generate results, which indicate an outcome in the form of people, money, percent, time, etc.  Customers pay to add their HRM department statistics into automated metrics platform and compare results to international norms and/or standards.  When used, the information helps HRM functions to add more value to organization.  To access KHRMMC click on sign in — HRM Metrics Calculator after selecting one of the Pricing options and making payment. 

1. to evaluate the HRM functions...  what gets measured gets results
2. Customers can access 70+ metrics in HRM functions and automatically calculate results, while saving time and increasing efficiency
3. results check against standards that indicate performance level, an indication of industry norm for comparison  
4. downloadable session report (pdf, excel) for each session logged in 
5. to use the information from the evaluation to improve processes of HRM functions, improve outcomes and increase performance levels in HRMD 
6. to reduce HRM functions' cost and time factors; this may lead to increased revenue
7. to use the additional and more relevant information to improve reporting quality with increased data and analytics in reports
8. it may increase HRM Practitioners' expertise and business sustainability
9. Affordable, low price - $29 per month with no setup costs or agreements; cancel anytime 
10. Customers get data privacy & confidentiality; none of customers' HRM information is seen or retained by Kaizer

1. Any legally operated business or institution with an HRM department executing HRM functions
2. A representative from the business who is responsible for completing HRM administration and gathers and/or has access to the HRM data, and is knowledgeable in the use of internet, MS Excel/data entry, HRM analytics, reporting, able to influence others for changes and uses results to improve HRM outcomes
3. Payment of $29, $57 or $99
4. Login credentials for secure access to automated HRM metrics calculator platform 
5. Computer, internet access, internet browser, UPS (optional)
6. Navigation to https://hrm.kaizer.online/login 
7. HRM statistics, download guide here 

Use Kaizer Human Resource Management Metrics Calculator (KHRMMC) after selecting one of the Pricing options and making payment by cash, cheque (written to Kaizer) or transfer to Republic Bank 962951649037SAV, money transfer to MoneyGram, Western Union (Stacy London, 148 Roxanne Burnham Gardens, tel 5926217846), mobile money Guyana (MMG) to 6217846, wire transfer to RB Swift Code RBGLGYGG Stacy London 962951649037SAV, routing number 083001314. Read Privacy Policy and see demo video on Product page.  To access KHRMMC click on sign in — HRM Metrics Calculator. 

1. complete KHRMMC questionnaire so that local industry norms can be determined; send feedback
2. gather and have HRM data from outcomes in HRMD ready before logging in and accessing the platform
3. read privacy policy and look at demo video 
4. follow instructions when using platform and entering data
5. use the same times or period under review for all entries for a concise and consistent report  
6. complete session evaluation and report any fault or discrepancy encountered
7. download and review session reports
8. make improvements/changes to HRM processes for improved outcomes and increased impact in HRM and the business
9. complete KHRMMC questionnaire so that local industry norms can be determined; send feedback to stacy@kaizer.online

1. Each function has specific outcomes that used quantities of resources and took a number of days to be completed 
2. The extent to which the functions were performed is determined by the data presented for analysis and/or if the function was completed
3. The evaluation tool (KHRMMC) comprises formulae or metrics
4. The analysis involves combining the outcomes from the HRM functions with the metrics or formulae to derive and assess the level (ie percent, time, cost, etc.) at which function was completed
5. The result is additional information that is compared to standards and industry norms that determines efficiency and/or effectiveness of the HRM function and can predict future outcomes.  The level of efficiency achieved is determined after the data is combined with the formulae and the analysis is done
6. The value of the HRM function to the business for the time under review is determined by the results achieved compared to the standard, and to a lesser extent, the norm (wherever [company, industry, country, etc.]).
7. This additional and more useful information may be added to monthly and annual reports that are more data driven and of a higher quality      
8. Corrective action may be taken, if necessary, to improve HRM functions' processes as well as expertise so that the next set of calculations have better results for next reporting period.
9. The improvements made should be monitored and quantified to ascertain actual impact.
10. For best results and more impact, use KHRMMC for monthly assessments and adjust HRM processes accordingly

1. Workforce turnover
2. HR Planning
3. Recruitment
4. Onboarding & Human Resource Development 
5. Pay & benefits
6. Compliance & ethics (to be added)
7. Performance management 
8. Safety
9. Retention  
10. Succession planning (to be added)
11. Diversity & Inclusion 
12. Employee engagement

Each industry has its own standards and measurements.  Human Resource Management functions across all industries.  Its standards relate to accepted levels of outcomes dictated by ISO, professional institutions and/or industry norms. Standards and measurements may relate to money, time, etc. as the pace at which products and service are produced affects costs.  An example of HRM measurement is performance appraisal, while the rating or score can be indicative of a standard.

The answer to this question is found in the policies and procedures that guide your business practices; oftentimes these are formulated from applicable laws relating to your business.  We have a responsibility to do all that our policies state we should be doing.  If your business has no policy, it still has to comply with all the applicable laws that relate to your type of business in Guyana.  It is easier to articulate policies so that employees can understand clearly the rules they need to adhere.

The business deliverables are the outputs of your business.  Most companies have goals and objectives that indicate the kind of outputs that are to be achieved., often displayed as products or services and sold at a price.

Targets are achievements reached or met. Successful businesses operate to make a profit, which is determined after deducting expenses from revenue.  Owners set targets for ideal profits at the beginning of the year and manoeuvre businesses processes so that the target can be achieved by the end of the year.  

Targets should be linked to standards to ensure that the values and quality can be maintained.  If quality is not maintained this can lead to a reduction in sales for products and services.

Results are measured from the objectives and targets that were set, and involves examining outputs to see if they have the same parameters as indicated in objectives and targets.

This is determined by a long term assessment of company performance, perhaps over 5 years, to ascertain if the outcomes or profit are consistently high so that the business can continue to operate on its own, without loans, etc. for another 5-10 years.  Such a business would have significant investments, assets and capital within its ownership.   

This question is asked to ascertain if you have laid out your production process and the time taken at each stage; it helps to determine the costs associated with each stage also.  Once the project is completed its outcomes can be measured and then compared to objectives set to determine performance level.

Product features are compared according to item, quality, price, packaging, brand, size, location, etc.  Consumers choose the item that best meet their needs; many times price is the most influential factor.