The best HR metrics come from a clear understanding of how your organization makes money, its strategy, risks, opportunities and what it already measures. This 90-minute HR metrics and analytics webinar explains how to build metrics that matter to the business, not just to HR.
Metrics should be shared by HR, the C-suite, other departments and line managers, and they should be predictive and action-oriented. The number of metrics matters less than whether they inform decisions.
You'll see how metrics help assess the value of human capital, measure employment practices liability risk and evaluate individual and organizational performance, using both quantitative and qualitative measures. Because what you choose to measure, or ignore, signals your commitment to finding ineffective or unlawful practices, the choice of metrics carries its own scrutiny.
WHY SHOULD YOU ATTEND?
Regulators expect employers to show they comply with many laws, and investors and lenders want proof that resources are used and reported properly. Employers need strategic, operational and transactional metrics that reveal monetary and non-monetary risk, track productivity and labor costs, and flag noncompliance that could lead to fines or debarment.
This session suits HR professionals, internal and external auditors, risk managers, CEOs and CFOs.
AREA COVERED
- HR metrics as a core competency
- Key HR metrics and some of the most widely used measures
- The role of HR metrics in critical business decisions
- Strategic and operational impact of HR metrics
- Using metrics to measure and communicate value
- Calculating employment practices liability risk exposure
- Assessing human capital-related risks
- The move from HR metrics to business analytics
- HR key compliance indicators as part of a continuous audit process
LEARNING OBJECTIVES
- Describe key HR metrics and how they are used
- 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 and employment practices liability risk
- Use key compliance indicators within a continuous audit process
- Improve strategic and operational decisions with HR analytics
WHO WILL BENEFIT?
- HR Professional
- Internal and External Auditors
- Risk Managers
- CEOs and CFOs
Regulators expect employers to show they comply with many laws, and investors and lenders want proof that resources are used and reported properly. Employers need strategic, operational and transactional metrics that reveal monetary and non-monetary risk, track productivity and labor costs, and flag noncompliance that could lead to fines or debarment.
This session suits HR professionals, internal and external auditors, risk managers, CEOs and CFOs.
- HR metrics as a core competency
- Key HR metrics and some of the most widely used measures
- The role of HR metrics in critical business decisions
- Strategic and operational impact of HR metrics
- Using metrics to measure and communicate value
- Calculating employment practices liability risk exposure
- Assessing human capital-related risks
- The move from HR metrics to business analytics
- HR key compliance indicators as part of a continuous audit process
- Describe key HR metrics and how they are used
- 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 and employment practices liability risk
- Use key compliance indicators within a continuous audit process
- Improve strategic and operational decisions with HR analytics
- HR Professional
- Internal and External Auditors
- Risk Managers
- CEOs and CFOs