Training Doyens

HR metrics can assist your organization in identifying weaknesses and failures in its human resource management , employment practices and compliance activities. Our upcoming webinar discusses how to determine the “right” metrics for your organization, and how to use those metrics in the decision making process. The webinar covers the following key areas: ·          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 LEARNING OBJECTIVES • Gain an understanding of key HR metrics that matter • 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 ...

OVERVIEW 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 audit 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 organ...

HR metrics can assist your organization in identifying weaknesses and failures in its human resource management, employment practices and compliance activities. Our upcoming webinar discusses how to determine the “right” metrics for your organization, and how to use those metrics in the decision making process. The webinar covers the following key areas: ·          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 LEARNING OBJECTIVES • Gain an understanding of key HR metrics that matter • 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...

OVERVIEW 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 audit 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 organ...