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.
Why should you attend?
HR metrics and analytics play an increasing role in business management.
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:
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:
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:
Who will benefit?
This will benefit a wide array of Professionals such as:
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.
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,
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: email@example.com or call +1-888-222-5917 (Toll Free).