Live Webinar HR Metrics: 2017 Key Issues for Human Resource Management

01:00 PM EDT | 10:00 AM PDT | 12:00 PM CDT Duration 90 Minutes

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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.


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. 

Why should you attend

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 expected to become strategic partners, they 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.

Areas Covered

-- Gain an understanding of key business metrics
-- 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

Who will Benefit

--   HR Professionals
--   Managers and Supervisors
--   CFOs
--   Internal Auditors
--   Compliance Officers 
--   Risk Managers

Industries who can attend

This 90-minute online course is intended for professionals in the all Industry. Although not presently stated in the draft , the same guide could be used by FDA Regulated Industries personne

Speaker Profile

Ronald Adler

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues, and unemployment insurance issues. Mr. Adler has more than 41 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is also a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics and as a consulting expert on workplace issues, and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from the University of Southern Illinois

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