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HR Metrics: 2017 Key Issues for Human Resource Management
March 14 @ 1:00 pm - 2:30 pm
Live Webinar HR Metrics: 2017 Key Issues for Human Resource Management
Join This course On March 14,2017 at 01:00 PM EST
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.
— 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
— Internal Auditors
— Compliance Officers
— Risk Managers
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm in Rockville, Md., specializing in HR audits; employment practices risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance issues. Mr Adler has more than 42 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 a consulting expert on work force, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, insurers, and international organizations.
Mr Adler is the co-developer of the Employment-Labour Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices risk assessment tool, and is a frequent lecturer and author on HR management and workplace issues. As an adjunct professor at Villanova University, Mr Adler teaches graduate courses on HR auditing. He is also a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on “Assessing Employment and Personnel Policies,” and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, and the Institute of Management Consultants.
As a member of the Society for Human Resource Management (SHRM), Mr Adler serves as a subject matter expert (SME) to SHRM on HR metrics and formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel. He is a consulting expert on workplace issues to SHRM’s legislative staff, has contributed materials for The SHRM Academy and the SHRM Learning System, and has represented SHRM in meetings with the EEOC.
Mr Adler is an appointee to the State of Maryland Legislative UI Committee. Additionally, he belongs to the Institute of Internal Auditors, chairs the Maryland Chamber of Commerce’s UI Subcommittee and is a member of the U.S. Chamber of Commerce’s Labour Relations Committee.
Mr Adler holds a bachelor’s degree in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University
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