The purposes of an organization’s human resources are to add value, make the organization more competitive, and help the organization achieve its business objectives. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, 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 metrics - including HR metrics.
This webinar discusses the use of HR metrics as a core competency, reviews the role HR metrics play in helping the organization make critical business decisions, describes the calculation of employment practices liability risk exposure, and provides a listing of some of the more widely used HR metrics.
The Training Objectives:
- 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
- Learn how HR metrics improve strategic and operational decision making
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.
HR metrics can provide you with important information about how well you are meeting required goals, where additional resources may be needed, and where you are out of compliance with employment laws and regulations.
Additionally, this webinar will help you determine and develop the right human capital measurements and allow your organization to calculate and measure the value added by human resources.
Laurdan Associates Inc.
Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.
Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA), the internationally recognized HR auditing and employment practices liability risk assessment process.
Mr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.
Mr. Adler is an appointee to State of Maryland's Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State's UI Funding Task Force, the UI Advisory Committee, and the state's Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace and insurance.
Mr. Adler is a member of the Maryland Chamber's Employment Relations Committee and chairs the Chamber's UI subcommittee. Mr. Adler is also a member of the U.S. Chamber's Labor Relations Committee.