HR professionals are expected to know the tactical and operational metrics that measure HR's role and value. As HR moves higher in organizations, they also need strategic metrics that support critical decisions, risk planning and the bottom line. This 90-minute HR metrics and analytics webinar covers both.
Revenue per employee (RPE) and return on investment (ROI) are now standard measures HR should track regularly. Others, such as the impact of implemented innovations on revenue and recruiting and employer branding effectiveness, are gaining attention.
You'll review HR metrics as a core competency, their role in business decisions, how to calculate employment practices liability risk exposure, and widely used HR metrics.
WHY SHOULD YOU ATTEND?
HR exists to add value and help the organization meet its goals, and metrics are how that value is communicated and employment risk is measured. To be a strategic partner and contribute to planning, HR needs to speak the language of business measurement.
The session suits HR professionals, internal and external auditors, CFOs, risk and compliance managers, line and employment managers, supervisors, training staff, executives and workforce planning professionals.
AREA COVERED
- The role of key HR metrics and analytics
- Key business metrics HR should understand
- Strategic metrics such as revenue per employee and ROI
- The strategic and operational impact of HR metrics
- How metrics measure and communicate value
- Using HR metrics to assess human capital risks
- Calculating employment practices liability risk exposure
- How HR metrics improve strategic and operational decisions
LEARNING OBJECTIVES
- Explain key business and HR metrics
- Identify and assess the strategic and operational impact of HR metrics
- Use metrics to measure and communicate HR's value
- Assess human capital risks with HR metrics, including EPL exposure
- Apply HR metrics to improve strategic and operational decisions
WHO WILL BENEFIT?
- HR professionals
- Internal and external auditors
- CFOs
- Risk managers
- Compliance managers
- Line managers
- Employment managers
- Supervisors
- Training staff
- Vice-Presidents
- Directors
- Workforce Planning and HR Measurement Professionals
HR exists to add value and help the organization meet its goals, and metrics are how that value is communicated and employment risk is measured. To be a strategic partner and contribute to planning, HR needs to speak the language of business measurement.
The session suits HR professionals, internal and external auditors, CFOs, risk and compliance managers, line and employment managers, supervisors, training staff, executives and workforce planning professionals.
- The role of key HR metrics and analytics
- Key business metrics HR should understand
- Strategic metrics such as revenue per employee and ROI
- The strategic and operational impact of HR metrics
- How metrics measure and communicate value
- Using HR metrics to assess human capital risks
- Calculating employment practices liability risk exposure
- How HR metrics improve strategic and operational decisions
- Explain key business and HR metrics
- Identify and assess the strategic and operational impact of HR metrics
- Use metrics to measure and communicate HR's value
- Assess human capital risks with HR metrics, including EPL exposure
- Apply HR metrics to improve strategic and operational decisions
- HR professionals
- Internal and external auditors
- CFOs
- Risk managers
- Compliance managers
- Line managers
- Employment managers
- Supervisors
- Training staff
- Vice-Presidents
- Directors
- Workforce Planning and HR Measurement Professionals