The purposes of an organizations human resources are to add value to the organization, to make the organization more competitive, and to help the organization achieve its business objectives. 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.
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. Senior management uses HR analytics as an important part of its strategic planning and application activities. It increasingly makes key decisions based on the critical data HR analytics provides.
Operational management uses HR metrics 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 operational management, HR metrics can provide real time data on how well operations are running.
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.
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.
Who will benefit?
This webcast will be of a valuable assistance to the below audience.
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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