Sign for Notice Everyday    Sign Up| Sign In| Link| English|

Our Sponsors

    Receive Latest News

    Feedburner
    Share Us


    HR TRAINING 2018 - HR Metrics: A Critical Measurement of the Impact of Human Resources Management - HR Online Weninar

    View: 252

    Website www.trainhr.com/control/w_product/~product_id=702124LIVE/?channel=ourglocal-aug_2018_SEO | Want to Edit it Edit Freely

    Category Key HR Metrics ,human resources training distance learning,hr metrics examples,hr metrics list ,best hr metrics

    Deadline: August 29, 2018 | Date: August 29, 2018

    Venue/Country: Online Event, U.S.A

    Updated: 2018-06-28 18:52:56 (GMT+9)

    Call For Papers - CFP

    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."

    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.

    Why should you Attend: Governmental and regulatory agencies have put employers on notice that they must create, maintain, and demonstrate procedures and activities that they are in compliance with the laws - and these laws are numerous. At the same time, investors, lending institutions, and third party administrators are constantly imposing requirements upon employers that ensure resources are properly used and that results are properly reported. In this environment, organizations must be able to demonstrate compliance through objective measures. The failure to demonstrate compliance with these requirements can impose significant liabilities.

    Thus employers need metrics and measurements that are strategic, operational, and transactional. They need metrics that help them identify monetary and non-monetary risks and help them manage revenue generation, productivity, labor costs, and profitability.

    Further, they need metrics that help identify non-compliance. These metrics measure the employment brand and organizations' ability to attract and retain top performers. They also measure legal and statutory non-compliance, which may result in fines, penalties, debarment, and lost business opportunities. This webinar discusses the use of HR metrics in helping organizations assess these risks and discusses the use of HR related Key Compliance Indicators (KCIs) that can be used as an element of a continuous audit process that provides assurance of compliance.

    Areas Covered in the Session:

    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

    Who Will Benefit:

    HR Professional

    Internal and External Auditors

    Risk Managers

    CEOs and CFOs

    Instructor:

    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.He has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

    Event link : www.trainhr.com/control/w_product/~product_id=702124LIVE/?channel=ourglocal-aug_2018_SEO

    Contact Details:

    NetZealous LLC, DBA TrainHR

    Phone: +1-800-385-1627

    Email: supportattrainhr.com


    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.