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3-Hour Virtual Seminar on HR Analytics for Human Resource Management

3 Hours
6 months
Webinar Id:
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Recorded Version

$349. One Participant
$549. Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)


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This activity has been approved for 3 HR (General) recertification credit ...more

HSRM HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. ?
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and help identify and manage risks.

The purposes of HR metrics and analytics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks. This has become particularly true in managing an organization in the light of current events. Thus, to become a strategic partner and to help your leaders manage your organization, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics - including HR metrics and analytics.

Why you should Attend: Current events have put organizations on notice that they must create, maintain, and demonstrate procedures and activities that can be used to help them manage their businesses and ensure that they are in compliance with the law. At the same time, investors, lending institutions, and third-party administrators are constantly imposing requirements upon employers to ensure that resources are properly used and that their results are properly reported. In this environment, organizations must be able to demonstrate their activities and their level of compliance through objective measures.

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 when they are out of compliance. These metrics include measurements of their employment brand and their organizations’ ability to attract and retain top performers, while managing and separating unnecessary staff.

This program discusses the tools of HR metrics and analytics that help organizations assess these risks and discusses the use of HR measurements that can be used as an element of a continuous audit process that provides assurance of management and compliance.

Areas Covered in the Session:
  • Review critical HR metrics and analytics
  • Understand the impact of HR metrics within your organization
  • Review the definition and types of HR metrics
  • Learn how HR metrics affects the achieve of organizational goals
  • Discuss the financial impact of HR metrics on your organization’s bottom line
  • Discuss the human resources impact of metrics on the planning and managing of your work force
  • Discuss the impact HR metrics play in managing your organization
  • 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
  • Review key separation and discharge metrics

Who Will Benefit:
  • Human resources managers
  • Internal and external auditors
  • CEO and CFOs
  • Risk managers
  • Compliance managers
  • VPs, GMs, Directors, Division Heads, Senior Managers, and Coordinators

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.

Mr. Adler is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.

Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.

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