The purposes of an organization's Human Resources department 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.
Thus, to become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics? Including HR metrics. HR metrics help communicate the value added by the HR function, demonstrate the contribution of human capital, and measure employment-related risks. This webinar discusses the use of HR metrics as a core competency.
This new 2020 HR Metrics session reviews the utilization of HR metrics and analytics and as a key competency, reviews the role they play in helping the business make critical business conclusions, discusses the computation of employment practices risk, and provides a list of more widely used HR metrics.
HR metrics and analytics play a vital role in business management. Top management makes use of HR analytics as a crucial part of its strategic planning and application activities. It increasingly makes essential decisions based on the important data HR analytics provides.
Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give them the power to understand, anticipate, and monitor important areas and help management make important, organization-wide decision making. 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 on employment practices.
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 to use these metrics in the decision m making the process.
HR metrics and analytics play a vital role in business management. Top management makes use of HR analytics as a crucial part of its strategic planning and application activities. It increasingly makes essential decisions based on the important data HR analytics provides.
Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give them the power to understand, anticipate, and monitor important areas and help management make important, organization-wide decision making. 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 on employment practices.
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 to use these metrics in the decision m making the process.
Ronald L. Adler
Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor …
Interactive dashboards & analytics in Excel
Copilot and HR: An Introduction for HR Professionals
4-Hour Virtual Seminar on Bootcamp on Excel
Leading Across Generations: 5 Challenges & 10 Strategies to…
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Fair Lending in 2025: New Regulations, Examinations and Enf…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Emotional Intelligence to Elevate Your Leadership
ChatGPT & HR: How HR Recruiting Professionals Can Leverage …
FDA Trends in Compliance and Enforcement in Computer System…
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
How to Manage the Legal Landmine of the FMLA, ADA and Worke…
How to Write a Successful Job Hazard Analysis
How to Write Right for Better Business Communication
How to Prepare For and Host a FDA Inspection and Respond to…
Public Speaking: Overcoming The Fear of Public Speaking
From Good to Great: The Secrets to an Optimized LinkedIn Pr…
Workplace Investigations 101: How to Conduct your Investiga…
Policy Pops: Navigating DEI in the 2025 Workplace: Strategi…
The Five Cs Of Commercial Credit: The Basic Elements Of Cre…
Transforming Anger And Conflict Into Collaborative Problem …
Navigating Alcohol and Drug Addiction Protections Under the…
Reduce Stress in the Workplace: Effective Ways to Handle Co…
Transforming HR with AI: Unlocking Excellence and Innovation
Creating Employee Handbooks that Protect You and Support th…
FDA Technology Modernization Action Plan (TMAP) and Impact …
Transform Data into Insights: A Beginners Guide to Excel Pi…
Mindful Communication:The Key to Meaningful Conversations i…
FDA Proposes Framework to Advance Credibility of AI Models
50+ new Excel features so far this decade
FMLA Compliance in 2025: A Comprehensive Guide & Strategies…
Excel - 10 Key Worksheet Functions to Skyrocket Your Produc…
Managing Toxic Employees: Strategies For Leaders To Effecti…
Hiring and Retaining Employees in this Crazy Economy
Harassment, Bullying, Gossip, Confrontational and Disruptiv…