The purposes of an organization’s HR training are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage risks. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital metrics, and measure employment related risks. To become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and workforce analytics training ? including HR metrics.
Experts increasingly define HR metrics and analytics as the systematic and continuous study and process of assessing and comparing an organization’s practices and results. They note that HR metrics:
help define and measure priorities, targets, and goals;
recognizes the dynamic nature of processes, inputs, and targets;
become an active process that can help design change; and
emphasizes improvements at the operational level.
As a result, HR metrics are playing an increasing role in the management and governance of organizations.
Why Should You Attend:
The measurement of HR outcomes is a critical component of the HR management. Your organization’s HR metrics tell a story about how well you are managing resources. They provide a description of your ability to manage the value and show the contribution HR makes to your organization. They further provide information about which human capital elements help you achieve your business objectives; which elements you should help you measure and assess; and which human capital management and employment practices liabilities create risks.
Since HR metrics can assist your organization identify weaknesses and failures in its human resource management and employment practices compliance activities, your organization’s selection and use of specific HR metrics is not only an indicator of what issues it considers important, but is also an indication of your organization’s commitment to identify and ferret out ineffective or unlawful practices and processes. Thus your organization may be scrutinized not only on the issues it chooses to measure, but also the issues it chooses to ignore.
Areas Covered in this Webinar:
The “right or best” HR metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, its business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.
Further HR metrics should not be developed in a silo or owned exclusively by HR. To be of value, HR metrics should measure the business factors that are important to the organization ? not just HR ? and should be co-owned by HR and the C-suite, other departments, and line managers.
The right or best HR metrics are metrics that incorporate the input of stakeholders and contribute to the organization’s informed decision-making. From this perspective, HR metrics should be predictive and action oriented. HR metrics that do not assist organizational decision making are of little value. The issue is not the number of metrics used. Instead, as Albert Einstein noted: “Everything that counts can’t be measured and everything that can be measured does not count.” Your use of metrics should provide you with critical information that answer specific information about where the organization has been, where it currently stands, and where it is going.
This webinar discusses the increasing importance by organizations of measuring the critical sources of measuring and calculating innovation and business success. It further discusses HR metrics that can be effective tools in helping you to diagnose, predict, and take the necessary action to achieve required and desired results.
• Gain an understanding of key HR metrics
• Be able to identify and assess the strategic and operational impact of HR metrics
• Learn the role of metrics in measuring and communicating value
• Review the basics of using HR metrics in assessing human capital related risks
• Review the effectiveness of your organization’s human resource management?
Who Will Benefit:
• HR Professionals
• Risk Managers
• Internal Auditors
• In-house Counsel
• CFOs/ CEOs
• Management Consultants
• Other Individuals who want to learn how to use HR metrics
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance issues. Mr. Adler has more than 39 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
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