HR Metrics and Analytics 2023 – Update on Strategic Planning, Application Activities, and Operational Impact

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


All levels


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:

Risk Managers
Legal counsels



RONALD ADLER is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm that helps organizations enhance the value of their human capital and reduce their exposure to employment practices liability through human capital risk management. Laurdan Associates specializes in HR audits, employment practices liability risk management, benchmarking and HR metrics, strategic HR, employee surveys, and unemployment insurance management issues. Mr. Adler has more than 45 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 has served as 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, EPLI carriers, and international organizations.

Mr. Adler is an internationally recognized thought leader on HR audits and is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices risk assessment process — now in the tenth edition.

As an adjunct professor at Villanova University, Mr. Adler taught a graduate course on HR auditing. He has also served as 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, the Institute of Management Consultants, the Maryland Advanced Tax Institute, and the Maryland CPA Society.

Mr. Adler has testified before the U.S. Senate Finance Committee on unemployment insurance issues and before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace.

Mr Adler is a member of the Society for Human Resource Management (SHRM) and has served as a subject matter expert (SME) on HR metrics and is a consulting expert on workplace issues to SHRM’s legislative staff. Mr. Adler served on national taskforces developing professional standards in human capital measurement and performance management.

Additionally, Mr. Adler has been a member of the Institute of Internal Auditors, a member of the Maryland Chamber of Commerce and chaired its UI Subcommittee, and a member of the U.S. Chamber of Commerce’s Labor Relations Committee.

Mr. Adler holds a B.S. degree in Finance from the University of Maryland and an M.B.A. degree from Southern Illinois University. He can be reached at 301.762.5794,

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