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 …
Female to Female Hostility @Workplace: All you Need to Know
Maximizing Productivity with ChatGPT: AI Solutions for HR, …
2-Hour Virtual Seminar on Empowering Presentations with Pow…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Understanding Artificial Intelligence (AI) & using Chat GPT
Creating Loyal Customers Through Excellent Customer Service
Understanding and Communication New Immigration Policies (2…
Navigating Talent Management and Retention Strategies.
HIPAA is Unsettled – Safe Compliance Strategies
Project Management for Non-Project Managers - Scheduling yo…
How to Prepare For and Host a FDA Inspection and Respond to…
Empowering Conflict Resolution: Letting Go to Gain Control
Onboarding Best Practices for 2025: Proven Strategies to Po…
Navigating 2025 Employment Laws: What Every Employer Needs …
Managing Toxic Employees: Strategies For Leaders To Effecti…
How to Conduct Exit Interviews - Implementing and Enhancing…
Adapting to Change: Strategies for Personal & Team Resilien…
Introduction to Excels Built-In Solver – Advanced Decision-…
How to Manage the Legal Landmine of the FMLA, ADA and Worke…
FDA Technology Modernization Action Plan (TMAP) and Impact …
Design Control for Medical Devices Including Verification/V…
Stress, Change And Team Resilience Through Humor: An Intera…
Developing and Implementing Quality Culture in the Organiza…
GROUPBY and PIVOTBY functions. Pivot table killers?
Negotiating Skills For Professional Results - Winning Strat…
Use the power of AI to turbocharge your MS Excel
Trust in Leadership: Building and Maintaining Trust as a Le…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
Excel - Pivot Tables - The Key To Modern Data Analysis and …
AI and Human Resources: The Great Opportunity!
Tools and Tactics for Grieving, Surviving, and Thriving in …
Bootcamp for New Managers and Supervisors: Develop These Es…
How To Conduct An Internal Harassment And Bullying Investig…
How Generative AI can be used in Banking Risk and Compliance
Creating Employee Handbooks that Protect You and Support th…
Excel Power Skills: Master Functions, Formulas, and Macros …
Emotional Intelligence: Mastering the Emotions of Great Lea…
Managing Toxic & Other Employees Who Have Attitude Issues
The Five Cs Of Commercial Credit: The Basic Elements Of Cre…
SOPs - How to Write Them to Satisfy those Inspectors
Improving Employee Engagement & Retention Through Stay Inte…
How to Give Corrective Feedback: The CARE Model - Eliminati…