Webinar on HR Metrics: A Critical Measurement of the Impact of Human Resources Management

Training

Online

£ 114.69 VAT inc.

*Indicative price

Original amount in USD:

$ 145

Description

  • Type

    Training

  • Level

    Intermediate

  • Methodology

    Online

  • Location

    Fremont (USA)

  • Class hours

    1h

  • Duration

    1 Day

The TrainHR webinar is approved by HRCI and SHRM Recertification Provider.
Overview: Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, it business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.

Thus, HR metrics should not be developed in a silo or owned exclusively by human resources. To be of value, HR metrics should measure the business factors that are important to the organization not just HR and should be co-owned by HR and the C-suite, other departments, and line managers. The right or best metrics are HR metrics that incorporate the input of stakeholders and contribute to informed decision-making. From this perspective, HR metrics should be predictive and action oriented. HR metrics that do not assist organizational decision making are of little value. The issue is not the number of metrics. As Albert Einstein noted: "Everything that counts can't be measured and everything that can be measured does not count."

Facilities

Location

Start date

Fremont (USA)
See map

Start date

On request

About this course


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 value
Review the basics of using HR metrics in assessing human capital related risks
Learn how HR metrics improve strategic and operational decision making


HR Professional
Internal and External Auditors
Risk Managers
CEOs and CFOs

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Reviews

Subjects

  • HR metrics
  • Decision Making
  • Human Resources Management
  • Risk Management
  • HR issues
  • HR
  • Hr regulations
  • Hr law
  • HR Training
  • HR Practices

Teachers and trainers (1)

Ronald  Adler

Ronald Adler

President, Laurdan Associates Inc.

Course programme

Overview: Effective HR metrics are not developed in a vacuum. The "right or best" metrics require a detailed understanding of your organization: how it generates revenue, its business strategies and objectives, it business imperatives, the risks it faces, the opportunities to be seized, and what it already measures.

Thus, HR metrics should not be developed in a silo or owned exclusively by human resources. To be of value, HR metrics should measure the business factors that are important to the organization not just HR and should be co-owned by HR and the C-suite, other departments, and line managers. The right or best metrics are HR metrics that incorporate the input of stakeholders and contribute to informed decision-making. From this perspective, HR metrics should be predictive and action oriented. HR metrics that do not assist organizational decision making are of little value. The issue is not the number of metrics. As Albert Einstein noted: "Everything that counts can't be measured and everything that can be measured does not count."

As noted, the measurement of business outcomes is a critical component of the HR auditing process. Thus your organization's HR metrics should help you assess the value and contribution of your organization's human capital; should focus your organization's attention on how human capital helps it achieve its business objectives; should help you measure and assess human capital management and employment practices liability related risks; and should help you assess individual and organizational performance.

Since HR metrics can assist your organization identify weaknesses and failures in its human resource management and employment practices compliance activities, your organization's selection and use of specific HR metrics is not only an indicator of what issues it considers important, but is also an indication of your organization's commitment to identify and ferret out ineffective or unlawful practices and processes.

Thus your organization may be scrutinized not only on the issues it chooses to measure, but also the issues it chooses to ignore. Thus your use of HR metrics considers both quantitative and qualitative methods and measurements, should help you assess your organization's performance, and should provide you with data that will allow you to evaluate human capital outcomes.

Webinar on HR Metrics: A Critical Measurement of the Impact of Human Resources Management

£ 114.69 VAT inc.

*Indicative price

Original amount in USD:

$ 145