Optimizing the Workplace Balance Sheet
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Speaker : GREG CHARTIER
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When : Tuesday, February 11, 2025
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Time : 01 : 00 PM EST
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Greg Chartier is Principal of The Office of Gregory J Chartier, a Human Resources Consulting firm and is a well-known management consultant, educator speaker, and author of the recently published What Law Did You Break Today?
He is a Senior Consultant with GLOMACS, specializing in human resource programs at the strategic level. He is a senior human resource professional with experience in healthcare, banking, pharmaceuticals, manufacturing and higher education. His academic qualifications include a Bachelor’s degree from The Citadel, an MBA from Rensselaer Polytechnic Institute and a Ph.D. from Madison University.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values and culture and the content is practical for team leaders, managers, supervisors and executives. His philosophy is simple: management is a skill and you can be a better manager by developing your skills.
He has a Bachelors Degree from The Citadel, the Military College of South Carolina, an MBA from Rensselaer Polytechnic Institute and his Ph.D. in Human Resources Management from Madison University. Greg is certified by the Society for Human Resources Management (SHRM) as a Senior Professional in Human Resources (SCP) and as both a Senior Professional and a Global Professional in Human Resources (SPHR and GPHR) by HRCI, the Human Resource Certification Institute.
He is a former Board Member of the Business Council of Westchester, where he was the Chair of the Human Resources Council and a member of the Executive Committee. He is a national member of SHRM and a local SHRM chapter, the Westchester Human Resources Management Association. He was also a member of the Board of the Child Care Council of Westchester.
This webinar has been approved for 1.00 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at support@grceducators.com
What the Workforce Balance Sheet is:
- Every organization makes investments in the workforce that are critical to determining its performance, brand, and reputation. The key to making winning workforce decisions is to have a unified picture of all-in labor costs and workforce performance drivers.
- The Human Capital Balance Sheet has been designed to accomplish this feat. It can best be described as a single, transparent view of the workforce from the lens of cost, spending, and risk. It analyzes these factors to understand how investment drives organizational performance. This helps HR align on people priorities and make well-informed decisions about where to increase or maintain investment, or where to eliminate or cut back, to optimize the organization’s human capital investments.
o The Human Capital Balance Sheet helps the organization
o Work from a single, complete set of data, make key workforce investment decisions together and monitor and measure the impacts of those decisions
o Visualize human capital spend and understand the return on investments
o Eliminate wasteful spending and increase investment capacity for new programs
o Enhance the value of the current programs and plan for the future
Areas Covered
- What is a Balance Sheet, and how does it work?
- How to create the Workforce Balance Sheet.
- What metrics should be included?
- How to calculate all-in labor costs
- Measuring Value versus all-in labor costs
Why Should You Attend
The Human Capital Balance Sheet analyzes workforce cost, spending, and risk to understand how investments in people drive organizational performance.
It provides a holistic view of an organization’s all-in labor cost that is otherwise hard to obtain.
As different types of work arrangements (i.e., the gig economy, contractors, freelancers, etc.) have become more prevalent, the ability to track the rewards cost as well as the totality of workforce investments has become exponentially more difficult.
In other words, the future of work is changing in a way that can obscure the financial results of human capital investments, hiding them in buckets that even the most prudent chief financial officers, chief human resources officers, and other leaders are unable to track.
Topic Background
Employees are a company’s biggest investment. However, organizations typically don’t have visibility into all the information necessary to make educated and optimized decisions. We frequently lack:
- A complete, accurate, and current view of the “all-in” labor cost for the total workforce (i.e. direct labor spending, human resources (HR) operational spending, and allocated spend)
- Meaningful insight into what their employees value in terms of compensation, benefits, and other workforce investments
- An understanding of the value those programs drive throughout the organization
This makes it nearly impossible for Human Resources to know if they’re making winning workforce decisions (i.e. driving their investment dollars to the programs and parts of the workforce that will deliver the greatest return on investment and create the required value for the organization). Without these insights and cross-functional collaboration, discussions on this topic more frequently center on costs—not value.
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$160.00
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