HR Metrics: Measuring and Communicating the Strategic Value of Human Resources
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran-owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR-business issues and unemployment insurance issues. Mr. Adler has more than 40 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations. Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool. Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches courses on HR auditing. Mr. Adler has also served as a certified instructor for the CPCU Society and conducts courses on employment practices liabilities. Mr. Adler has additionally served on two national taskforces developing professional standards in human capital measurement and performance management.
The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and manage key risks. The purposes of HR metrics are to help communicate the value-added, demonstrate the contribution of human capital, and measure employment-related risks. In this environment, the key issue in becoming a strategic partner is for HR professionals to understand and speak the language of business. Inherent in that language is the lexicon of business measurements and metrics ─ including HR metrics.
Thus, HR professionals increasingly play a role in helping their organizations develop and maintain an understanding of the key strategic and operational issues affecting their organizations. They have become a critical element in helping their organizations manage this key asset. 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 listing of some of the more widely used HR metrics.
Learning Objectives
- Gain an understanding of key HR metrics
- Be able to identify and assess the strategic and operational impact of HR metrics
- Learn the role of metrics in measuring and communicating a 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 Should Attend
- HR professionals
- Managers and supervisors
- CFOs
- Internal auditors
- Compliance officers
- Risk managers
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$200.00
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