Description of the Topic

The purposes of an organization’s human resources are to add value to the organization, to help make the organization more competitive, and to help the organization achieve its strategic and business objectives. The purposes of HR metrics are to help the organization identify and determine the value created, to determine and calculate the contribution made by the human capital, and to calculate and predict employment-related risks. Hence, as a part of being a strategic business partner, HR experts have to calculate and communicate key issues in the language of business. Inherent in this language is the lexicon of business measurements and metrics – including HR metrics.

Thus, HR metrics and analytics play a vital role in business management. For publicly traded companies, HR metrics provide required information about the organization’s human capital and its “material effect.”

For top management. HR metrics are a crucial part of its strategic planning and application activities. Increasingly they make essential decisions based on the important data HR metrics and analytics provide.

While operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give them the power to understand, anticipate, handle, and monitor important areas and help them make important organization-wide decisions. For operational administration, HR metrics can provide real-time data on how effectively operations are running.

For HR professionals, HR metrics and analytics can provide crucial and useful information about how effectively the organization uses this intangible resource – its employees. For HR professionals, HR metrics provides a scorecard of employment practices.

Thus, HR metrics and analytics provide all levels within the organization crucial information about how effectively and efficiently the organization is reaching its strategic objectives, its ability to compete, and the risks it faces.

Areas Covered in the Session

Since HR metrics can assist your organization identify the strengths and weaknesses of your 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.
Your use of HR metrics should consider 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.
Areas included:
• The identity and an assessment of key strategic and operational HR metrics
• The role HR metrics play in measuring and communicating value
• The basics of using HR metrics in assessing human capital related risks
• Understanding how HR metrics improve strategic and operational decision making

Level

All levels

Industry

All industries

Who will Benefit?

• HR Professionals
• Internal and external auditors
• Compliance officers
• Risk managers
• C-suite executives
• Middle and on-line managers

Target Companies

All companies should be targeted.

Publicly traded companies should receive special attention

Target Association/Societies:

SHRM
IIA
AICPA
Risk Managers
CFOs
Legal counsels