HR Metrics:How to Measure and Communicate Your Strategic Value in Bottom-Line Terms
HR Metrics Webinar Recording
A tough economy is causing employers to take a closer look at the numbers to see what's working at every level. HR professionals are feeling this pressure more than ever, finding it even more crucial that they show how their programs are improving the organization's business, and especially the bottom line.
Yet busy HR leaders can spend only 10% of their time at the strategic level, while only 2 in 10 have a process in place for measuring the business performance of employees. These numbers indicate that success is not being measured as well as it should be, which can ultimately keep HR from being the key contributor to organizational success that it could be.
HR needs a straightforward, common-sense strategy in place to measure the business impact of not only HR programs, but the workforce as a whole. The key to measuring performance is solid HR metrics -- learning what information to collect and how to use it to determine what's working, what isn't, and how you can fix it. Effectively communicating your discoveries to senior management is also vital to this process.
With all that you have going on, you need an easy-to-set-up, easy-to-manage evaluation process in place that provides metrics for your efforts, without distracting you from your day-to-day priorities.
Participate in this interactive webinar, and you'll learn:
- How to put bottom-line emphasis on what HR does every day and how to measure the process
- The most common mistakes employers make with HR metrics and how you can avoid repeating them
- Which metrics your organization should be using
- How to avoid putting in place metrics that can actually de-motivate your employees
- How to build data-gathering into your everyday procedures so that the HR numbers you need will be there automatically
- Key HR metrics successful organizations use, including explanations and examples of how to calculate those metrics
- How to use metrics to see where HR impacts the business, where it succeeds, and where it needs to improve
- Which team performance metrics can be applied to on-boarding quality hires
- How to compare numbers HR’s been crunching against internal and external standards to improve performance
- What you should be doing for 2012 to effectively communicate about your HR metrics to the C-level executives and other key stakeholders
In just 90 minutes, you'll learn how HR metrics can help you measure the impact of your on-boarding, team performance, hiring, and other functions to improve those functions and communicate the results to top management. Register now for this event risk-free.
This webinar was recorded on Wednesday, February 1, 2012
HR Metrics:How to Measure and Communicate Your Strategic Value in Bottom-Line Terms
About Your Speakers:
Ronald Adler is the president/CEO of Laurdan Associates, Inc., a veteran-owned human resources management consulting firm specializing in HR audits, employment practices risk management, HR metrics and benchmarking, strategic HR, and unemployment insurance cost management issues. Mr. Adler has more than 38 years of HR consulting experience working with U.S. and international firms, small businesses and nonprofits, insurance companies and brokers, and employer organizations. He is co-developer of ELLA, the Employment-Labor Law Audit, the nation’s leading HR auditing process. Mr. Adler is an adjunct professor at Villanova University, where he teaches graduate courses on HR auditing and HR management. He serves as a subject matter expert on HR metrics to SHRM and serves on international standards taskforces that are developing professional standards for human capital measurement and performance management.
Jennifer Burdick is a human resources consultant and trainer specializing in customer service, equal employment opportunity compliance, and investigations and training for small, developing companies, non-profit organizations, and human relations commissions. She has served as an evaluator for the Maryland Performance Excellence Awards, based on the Malcolm Baldridge Quality Standards. Ms. Burdick served as Executive Director of the Maryland Commission on Human Relations and served 11 years as an investigator and state and local coordinator for the Baltimore District Office of the U.S. Equal Employment Opportunity Commission. She has a B.A. from Beloit College and has performed postgraduate work in economics, equal opportunity law, management, and total quality management practices.
The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.
CREDIT INFORMATION: This program has been approved for 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
