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HR Metrics & Analytics 2018: Update on Strategic Planning, Application Activities and Operational Impact - Webinar

  • ID: 4666825
  • Webinar
  • 90 Minutes
  • Online Compliance Panel
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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. Thus, 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.

HR metrics help communicate the value added by the HR function, demonstrate the contribution of human capital, and measure employment related risks. This webinar discusses the use of HR metrics as a core competency.

This new 2018 HR Metrics session reviews the utilization of HR metrics and analytics and as a key competency, reviews the role they play in helping the business make critical business conclusions, discusses the computation of employment practices risk, and provides a list of more widely used HR metrics.

Objectives of the Presentation

  • Gain an understanding of key HR metrics
  • Identify and assess the strategic and operational impact of HR metrics
  • Describe the role of metrics in measuring and communicating value
  • Review the basics of using HR metrics in assessing human capital related risks
  • Explain how HR metrics improve strategic and operational decision making

Why Should you Attend

HR metrics and analytics play a vital role in business management. Top management makes use of HR analytics as a crucial part of its strategic planning and application activities. It increasingly makes essential decisions based on the important data HR analytics provides.

Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give them the power to understand, anticipate, and monitor important areas and help management make important, organization-wide decision making. For operational administration, HR metrics can provide real-time data on how effectively operations are running.

For HR professionals, HR metrics and analytics can provide crucial and useful information about how effectively the organization uses this intangible resource - its employees. For HR Professionals, HR metrics provides a scorecard on employment practices.

This webinar identifies and discusses many of the HR metrics and measurements currently being used. It is designed to provide background material to help you analyze key metrics, help you determine the "right" metrics for your organization, and assist you use these metrics in the decision m making process.

Areas Covered

  • In this 2018 HR Metrics session, understand the role of key HR metrics and analytics
  • Identify and assess the strategic and operational impact of HR metrics
  • Identify 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

Topic Background

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.

Thus, your use of HR metrics considers both quantitative and qualitative methods and measurements, should help you assess your organization's performance, and should provide you with data that will allow you to evaluate human capital outcomes.

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Who will Benefit

  • HR professionals
  • Internal and external auditors
  • CFOs
  • Risk managers
  • Compliance managers
  • Line managers
  • Employment managers
  • Supervisors
  • Training staff
  • Vice-Presidents
  • Directors
  • Workforce Planning and HR Measurement Professionals
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