It is increasingly assumed that HR professionals have a working knowledge of the key tactical and operational metrics that measure the role and the value of HR. However, as HR moves into higher positions within their organizations and as managing human capital becomes more critical to their organizations’ success, HR professionals must increasingly also have a working knowledge of the key strategic metrics. That means that HR professionals must be able to identify and present key HR metrics that will help their organizations make critical decisions, identify and plan for risks, and improve the bottom line.
Strategic HR metrics play an increasingly important role.
Such metrics as the Revenue-per-Employee (RPE) and the Return on Investment (ROI) are now standard measurements and ones that should be regularly measured human resources. Other metrics such as Implemented Impact of Innovations on Corporate Revenue and the Recruiting and Employer Branding Effectiveness are also gaining attention. Together these and other important metrics are becoming important metrics that should be measured and watched.As organizations increasingly place value on business metrics, HR will need to identify and update the strategic and operational metrics that it measures and reports.
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. As HR professionals are increasingly expect to become strategic partners, they increasingly need to understand and speak the language of business. Inherent in that language is the lexicon of business measurements and metrics - including HR metrics.
In this environment, HR professionals are increasingly being expected to become important contributors in their organizations’ planning and discussions activities. As a result, HR professionals must develop and maintain an understanding of the key strategic and operational issues affecting their organizations. 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 discussion of some of the more widely used HR metrics.
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. As HR professionals are increasingly expect to become strategic partners, they increasingly need to understand and speak the language of business. Inherent in that language is the lexicon of business measurements and metrics - including HR metrics.
In this environment, HR professionals are increasingly being expected to become important contributors in their organizations’ planning and discussions activities. As a result, HR professionals must develop and maintain an understanding of the key strategic and operational issues affecting their organizations. 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 discussion of some of the more widely used HR metrics.
Ronald L. Adler
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 …
How to Give Corrective Feedback: The CARE Model - Eliminati…
Why EBITDA Doesn't Spell Cash Flow and What Does
Improving Employee Engagement & Retention Through Stay Inte…
SOPs - How to Write Them to Satisfy those Inspectors
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Documenting Misconduct that Will Stand Up in Court
Marketing to Medicare or Medicaid Beneficiaries - What You …
Human Error Reduction Techniques for Floor Supervisors
Project Management for Non-Project Managers - How to commun…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Trial Master File (TMF)/eTMF, & FDAs Draft Guidance for Ele…
Sunshine Act Reporting - Clarification for Clinical Research
Humane Layoffs: How to Let People Go with Compassion and De…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
Female to Female Hostility @Workplace: All you Need to Know
OSHA Requirements for Supervisors, Project Leaders & HR - W…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Understanding the Artificial Intelligence Landscape
Establishing Appropriate Quality Metrics and Key Performanc…
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Using High-Performance Coaching for Managers to Address Per…
Excel - 10 Key Worksheet Functions to Skyrocket Your Produc…
Is Your Culture Working For or Against Your Success? If You…
Red flags that can render your OSHA Safety Program Complete…
Utilizing HR Metrics to Illustrate & Improve Human Resource…
The Anti-Kickback Statute: Enforcement and Recent Updates
Onboarding is NOT Orientation - How to Improve the New Empl…
FDA Technology Modernization Action Plan (TMAP) and Impact …
How to Prepare For and Host a FDA Inspection and Respond to…
Excel - Pivot Tables - The Key To Modern Data Analysis and …
Managing Toxic & Other Employees Who Have Attitude Issues
Building GMP Excellence: A Guide to Implementing Compliant …
Excel Power Skills: Master Functions, Formulas, and Macros …