HR Metrics: 2018 Update
OVERVIEW
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. Thus, to become a strategic partner, HR
professionals need to speak the language of business. Inherent in that
language is the lexicon of business measurements and metrics ? including HR metrics.
HR metrics should not be developed in a silo or owned
exclusively by human resources. To be of value, HR metrics should measure
the business factors that are important to the organization ? not just HR ? and
should be co-owned by HR and the C-suite, other departments, and line
managers. The right or best metrics are HR metrics that incorporate the
input of stakeholders and contribute to informed decision-making. From
this perspective, HR metrics should be predictive and action oriented. HR
metrics that do not assist organizational decision making are of little
value. The issue is not the number of metrics. As Albert Einstein
noted: “Everything that counts can’t be measured and everything that can be
measured does not count.”
Thus, the measurement of business outcomes is a critical
component of the HR auditing process. Your organization’s HR analytics
and metrics should help you assess the value and contribution of your
organization’s human capital; should focus your organization’s attention on how
human capital helps it achieve its business objectives; should help you measure
and assess human capital management and employment practices liability related
risks; and should help you assess individual and organizational performance.
 |
| Hr Metrics & Analytics Training |
WHY SHOULD YOU ATTEND
Increasingly, senior management seeks information about how it
can improve key elements of the organization – this includes human resources.
At the same time, investors, lending institutions, and third-party
administrators are constantly imposing requirements upon organizations that
ensure resources are properly used and that results are properly
reported.
Meanwhile, governmental and regulatory agencies have put
employers on notice that they must create, maintain, and demonstrate procedures
and activities that they are in compliance with the laws.
In this environment, organizations need metrics and measurements
that are strategic, operational, and transactional. They need HR analytics that
help them identify and predict future events. They need HR metrics that help
them identify and monetary and non-monetary risks and help them manage revenue
generation, productivity, labor costs, and profitability. Additionally,
they need HR measurements that help them demonstrate their organizations level
of compliance.
The failure to achieve these goals can mean lost business
opportunities, may make the desired employment brand and the ability to attract
and retain top performers difficult to achieve, and may result in legal
employment liabilities.
This HR metrics webinar discusses the use of HR metrics and
measurements in helping organizations assess these risks and discusses the use
of HR related Key Compliance Indicators (KCIs) that can be used in
demonstrating required levels of compliance.
AREAS COVERED
Since HR metrics can assist your organization identify
weaknesses and failures in its human resource management and employment
practices compliance activities, your organization’s selection and use of
specific HR metrics is not only an indicator of what issues it considers
important, but is also an indication of your organization’s commitment to
identify and ferret out ineffective or unlawful practices and processes.
Thus, your organization may be scrutinized not only on the issues it chooses to
measure, but also the issues it chooses to ignore.
Thus, your use of HR metrics considers both quantitative and
qualitative methods and measurements, should help you assess your
organization’s performance, and should provide you with data that will allow
you to evaluate human capital outcomes.
This webinar identifies and discusses many of the HR metrics and
measurements currently being used. It is designed to provide background
material to help you analyze key metrics, help you determine the “right”
metrics for your organization, and assist you use these metrics in the decision
m making process.
WHO WILL BENEFIT
- Human Resources
- Internal auditing
- External auditing
- Risk management
- Compliance management…
- Vice-Presidents, HR
- Directors, HR
- Workforce Planning and HR Measurement Professionals
LEARNING OBJECTIVES
- Gain an understanding of key HR 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
For more detail please click on this below link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
Comments
Post a Comment