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?
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:
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,
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.
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