Useful HR metrics start with the business: how it earns revenue, its strategy, risks and opportunities, and what it already measures. That is why HR metrics and analytics should be shared by HR, the C-suite, other departments and line managers rather than owned by HR alone.
This 90-minute webinar explains how to choose metrics that are predictive, action-oriented and tied to decisions, and how they help you assess the value of human capital, employment practices risk and individual and organizational performance.
It also covers the shift from HR metrics to business analytics, the use of both quantitative and qualitative measures, and the AI metrics currently in use. Keep in mind that regulators may look at what you choose to measure and at what you ignore.
WHY SHOULD YOU ATTEND?
Government agencies expect employers to show they comply with many federal, state and local laws, while investors, lenders and third-party administrators add their own reporting demands. Objective measures are the way to prove compliance and avoid fines, penalties, debarment and lost business.
This session shows HR professionals, internal and external auditors, risk managers, CEOs and CFOs how HR-related Key Compliance Indicators (KCIs) can support a continuous audit process.
AREA COVERED
- Key HR metrics
- The strategic and operational impact of HR metrics
- The role of metrics in measuring and communicating value
- Using HR metrics to assess human capital risks
- Important AI metrics in current use
- How HR metrics improve strategic and operational decisions
- Moving from HR metrics to business analytics
- HR Key Compliance Indicators (KCIs) in a continuous audit process
LEARNING OBJECTIVES
- Identify key HR metrics that matter to the business
- Assess the strategic and operational impact of HR metrics
- Use metrics to measure and communicate the value of human capital
- Apply HR metrics to assess human capital-related risks
- Describe the AI metrics currently in use
- Use Key Compliance Indicators to support continuous compliance auditing
WHO WILL BENEFIT?
- HR Professional
- Internal and External Auditors
- Risk Managers
- CEO's and CFO's
Government agencies expect employers to show they comply with many federal, state and local laws, while investors, lenders and third-party administrators add their own reporting demands. Objective measures are the way to prove compliance and avoid fines, penalties, debarment and lost business.
This session shows HR professionals, internal and external auditors, risk managers, CEOs and CFOs how HR-related Key Compliance Indicators (KCIs) can support a continuous audit process.
- Key HR metrics
- The strategic and operational impact of HR metrics
- The role of metrics in measuring and communicating value
- Using HR metrics to assess human capital risks
- Important AI metrics in current use
- How HR metrics improve strategic and operational decisions
- Moving from HR metrics to business analytics
- HR Key Compliance Indicators (KCIs) in a continuous audit process
- Identify key HR metrics that matter to the business
- Assess the strategic and operational impact of HR metrics
- Use metrics to measure and communicate the value of human capital
- Apply HR metrics to assess human capital-related risks
- Describe the AI metrics currently in use
- Use Key Compliance Indicators to support continuous compliance auditing
- HR Professional
- Internal and External Auditors
- Risk Managers
- CEO's and CFO's