The purposes of an organization's human resources are to add value to the company, to help make the company more competitive, and to help the organization achieve its business objectives. The purposes of HR metrics are to help the organization determine and discuss its value, to determine and calculate the contribution made by the human capital, and to calculate and predict employment-related risks. Hence in being a strategic business partner, HR experts have to certainly communicate in the language of business. Inherent in this language is the lexicon of business measurements and metrics - including HR metrics.

HR metrics and analytics can assist your organization identify the weaknesses and failures in its human resource management and employment practices liability compliance activities. The selection and use of specific HR metrics are not only an indicator of what issues you consider important but are also an indication of your organization’s commitment to identify and ferret out in ineffective or unlawful practices and processes.  Increasingly, your organization may be scrutinized not only on the issues it chooses to measure, but also the issues it chooses to ignore.

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.

This webinar identifies and discusses many of the HR metrics and measurements currently being used. It is designed to provide background material to help you analyze key metrics, help you determine the “right” metrics for your organization, and assist you use these metrics in the decision m making process.

Area Covered In The Webinar

  • Discuss the key HR metrics and analytics being used
  • Identify and assess the strategic and operational impact of HR metrics
  • Review the roles of metrics in measuring and communicating value
  • Review the basics of using HR metrics in assessing human capital related risks
  • Discuss how HR metrics improve strategic and operational decision making
  • Discuss ISO 30414: Human resources management – Guidelines for internal and external human capital reporting

Why should you attend?

HR metrics and analytics play a vital role in business management. Top management makes use of HR metrics as a crucial part of its strategic planning and application activities. It increasingly makes essential decisions based on the important data HR metrics provide.

Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics give them the power to understand, anticipate, handle, and monitor important areas and make them facilitate central organization-wide decision making. For operational administration, HR metrics can provide real-time data on how effectively operations are running.

For HR professionals, HR metrics and analytics can provide crucial and valuable information about how effectively the organization uses this intangible resource - its employees. For HR Professionals, HR metrics cam provide a scorecard of employment practices.

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


On Demand

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 Know More

Mr. Ronald Adler