Training Doyens

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 and strategic planning. 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;...

The world today is adjusting to a new normal. There have been drastic changes in almost every aspect of life and the COVID-19 crisis has forced us to find as many alternate ways as possible. Employees are working remotely, doctors are practicing telemedicine, retailers are facilitating online shopping, and all of these are quite new and challenging scenarios for the those in leadership roles. Talking of workplaces, many employees are perplexed and still struggling to acclimatize to the new normals. And, most of them are looking up to their leaders for support, answers and guidance. In the current scenario leadership is extremely important as well as hard. Today the businesses that are toiling to survive amid the crisis and are hoping to establish systems that create long-term success need leaders that can demonstrate the capabilities to navigate the uncertain times and find out approaches to developing new business models and strategies that work. Here are a few tips to help yo...

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 and strategic planning. 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; s...

When leadership teams become aware of the economic benefits of engaged employees, they usually want to take advantage of the opportunity and avoid ‘leaving money on the table’. Our upcoming webinar discusses practical ways for managers to meet each employee’s performance needs most correlated with positive business outcomes. The webinar covers the following key areas: ·          How to improve employee engagement -three levels of engagement ·          Why great managers are catalysts and how to utilize manager-employee touch points ·          Why just telling employees what you want them to do is not enough? LEARNING OBJECTIVES What is Employee Engagement? Employee engagement is an emotional state and a behavioral reaction to an employee's relationship with his/her manager and perception of the organization. Engagement involves an employee's degree o...

OVERVIEW Businesses today are striving to generate greater productivity, quality, customer satisfaction and profitability with fewer employees. And Employee Engagement is a proven method for doing just that. Engaged employees: • Expend discretionary effort doing more than they are asked • Are motivated toward the organization’s success • Work the hardest, stay the longest and perform to their capabilities Employee Engagement has been well researched in studies by: Gallup, Towers Watson, Hay Group, DDI, The Conference Board, World at Work, Blessing White & Aon Hewitt. The research has shown that engaged employees generate: • higher profitability • enhanced customer satisfaction • increased productivity • less absenteeism • less turnover • fewer accidents One study found that companies with the highest levels of Employee Engagement have a significantly greater increase in stock price. When leadership teams become aware of these economic benefits of engaged empl...

Diane L. Dee Diane L. Dee President of Advantage HR Consulting Years of Experience:  25+ years Areas of Expertise:  Human Resources Diane L. Dee , President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena.  Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments.  Diane founded Advantage HR Consulting, LLC in early 2016.   Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area.  Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.   Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certificati...