Training Package

People Professional Finance

🎬 Contains Videos

In this module, you’ll quickly grasp how an organisation creates value, covering revenue, costs, profit, cash flow and productivity. You’ll learn to distinguish short-term financial health—focused on cash and cost control—from long-term value drivers such as capability, brand, retention and innovation, and connect these ideas to measures like headcount, utilisation, customer satisfaction, quality, risk and compliance. You’ll also explore where HR directly affects performance across the employee lifecycle, including recruitment, learning, workforce planning, reward and employee relations. To make the numbers meaningful, you’ll work with simple workplace metrics such as cost per hire, turnover and replacement cost, absence cost, overtime and agency spend, training investment versus performance, and engagement as a lead indicator—helping you interpret data and explain the “so what?” to managers in plain language. Finally, you’ll develop a straightforward business-case structure and practise using realistic examples, culminating in producing a short 3–6 month business case to estimate costs, expected return or cost avoidance, and how to track impact.

For: People professionals

£5.00 per learner

Learning outcomes

By completing this package, learners can:

Define and describe core financial concepts relevant to people professionals (revenue, costs, profit, cash flow, productivity) and state the difference between short-term financial health and long-term value in an organisation
Identify and list common organisational measures (headcount, utilisation, customer satisfaction, quality, risk, compliance) and explain how each links to financial outcomes and HR decision-making
Apply simple workplace-relevant metrics (cost per hire, turnover rate, replacement cost, absence cost, overtime/agency spend, training investment vs performance) to real or simulated HR data and calculate basic totals and rates
Analyse how specific HR actions across the employee lifecycle (recruitment, onboarding, learning, workforce planning, reward, employee relations) affect commercial outcomes such as time-to-productivity, retention and operational continuity
Compare and contrast short-term cost-control options with investments in capability, brand and innovation, and examine the likely financial and non-financial trade-offs over a 3–12 month horizon
Assess and critique HR-related financial information and reports, translating numbers into clear, manager-facing explanations that answer the 'so what?' and recommend appropriate next steps
Formulate a straightforward business case structure for an HR initiative that identifies the problem, options, one-off and ongoing costs, expected benefits (financial and non-financial), risks, assumptions and success measures
Develop and construct a short, evidence-based business case for a chosen HR initiative (e.g. flexible working, supervisor training, onboarding redesign) including estimated costs, expected return or cost avoidance, and a 3–6 month impact-tracking plan

What’s included

A deployable SCORM package with practical learning content, ready for your LMS.

How it works

Add access, upload the package to your LMS, and pay per learner who uses it.