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Best practices for Managing HR Metrics in 2017

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Course Description:

         Organisation are being inundated with data and spotting relevant, actionable information becomes harder to spot than ever. The struggle is even more relevant with how to think about developing and implementing metrics for their Human Resources departments.

         The purposes of HR metrics are to help communicate the value added, to determine and calculate the contribution made by the human capital, and to measure and predict employment related risks. Thus in becoming a strategic business partner, HR professionals need to speak the language of business. Inherent in this language is the lexicon of business measurements and metrics-including HR metrics.

         As Laszlo Bock, Chief People Officer of Google, Inc., said about HR metrics during an interview, It seems like there is a huge opportunity for HR to be able to honestly describe what is really going on and to present the science and the facts that solve some of those issues - to prove freedom makes people more productive.

         This webinar discusses the use of HR metrics and analytics as a core competency, reviews the role they 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.

Hear from our Speaker

Why should you Attend?

HR metrics and analytics play an increasing role in business management.
  • Senior management makes strategic planning and application activities decisions based on the critical data HR analytics provides.
  • Operational management uses real time HR metrics data to determine and address important operational and transactional issues. HR metrics provide them with the ability to understand, anticipate, resolve, and monitor important areas and help them facilitate central organization-wide decision making.
  • For human resource management professionals, HR metrics and analytics can provide critical and valuable information about how well the organizations intangible resource - its employees - are being employed. For them, HR metrics provides a scorecard of employment practices.

         This being said, large number of organisations make the same two errors when it comes to developing and implementing metrics. Avoiding these two errors will not guarantee success by itself, but it will go a long way towards ensuring that you are set up to handle any roadblocks or problems you may encounter along the path to using world-class metrics in your organization. These two common errors are:

  • Developing and implementing HR metrics in a vacuum
  • Developing more metrics than it is feasible to maintain and utilize

         Also any investments in HR processes and initiatives need to culminate into business results. Therefore, we have a distinct need and role to measure HR effectiveness. Measuring effectiveness demonstrates:

  • Understanding demands for external context
  • Need to drive bottom line
  • Sharing impact and external accountability
  • Need to establishes clear, relevant, sustainable mission and goals
  • Strong sense of internal accountability and drive

         Thus HR metrics and analytics provides all levels within the organization critical information about how well the organization is accomplishing its strategic objectives, its marketplace competiveness, and the risks it faces.

Learning Objectives of this Session are:
  • Gain an understanding of key HR metrics and analytics
  • 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

Areas Covered:

  • Gain an understanding of key Department of Labor (DOL) issues
  • Discuss the strategic issues of DOL and employment management
  • Learn to identify and assess the risks associated with the wage and hour program
  • Discuss the financial implications of wage and hour liabilities
  • Learn how sound wage and hour management practices reduce your organizations exposure to liabilities and costs
  • Identify and use Key Performance Indicators (KPIs)

Who will Benefit?

This will benefit a wide array of Professionals such as:

  • HR Professionals
  • Internal/External Auditors
  • Operations Managers
  • CFOs
  • Risk Managers
  • Payroll Managers

Registration Options

Avail 12 months unlimited access for a single user.

Material shipped within 15 days post webinar completion & get life time access for unlimited participants.


HR Metrics, Wage and Hour Liabilities, HR Key Performance, Sound Wage and Hour Management, HR Metrics Pitfalls, Utilisable HR Metrics, Human Capital Risk, Employment Risk, HR Analytics, Employment Practices Liability, Human Resource Management, Scorecard of Employment Practice, Department of Labor, DOL Issues, HR Metrics and Analytics, Common HR Metrics,

Speaker Details

Ronald Adler

Ronald Adler

Human Resource Consultant

Ronald Adler is the president and CEO of Laurdan Associates, a veteran-owned, human resource management consulting firm in Potomac, Md., specializing in HR audits, employment practices liability risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance management issues. Mr. Adler has more than 38 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

Refund Policy

Participants/Registrants for our live events, may cancel up to 72 hours prior to the start of the live session and ComplyArena will issue a letter of credit to be used towards any of ComplyArena's future events. The letter of credit will be valid for 12 months.

ComplyArena will process refund in cases where the event has been cancelled and is not rescheduled within 90 days from the original scheduled date of the webinar. In case if a live webinar is cancelled, participants/registrants may choose between recorded version of the course or a refund. Refunds will not be processed to participants who do not show up for the webinar. A webinar may be cancelled due to unavoidable circumstances, participants will be notified 24 hours before the scheduled start of the event. Contact us via email: or call +1-888-222-5917 (Toll Free).