HR Metrics & Analytics 2022: Update on Strategic Planning, Application Activities, and Operational Impact

The best HR metrics come from a clear understanding of how your organization makes money, its strategy, risks, opportunities and what it already measures. This 90-minute HR metrics and analytics webinar explains how to build metrics that matter to the business, not just to HR.

Metrics should be shared by HR, the C-suite, other departments and line managers, and they should be predictive and action-oriented. The number of metrics matters less than whether they inform decisions.

You'll see how metrics help assess the value of human capital, measure employment practices liability risk and evaluate individual and organizational performance, using both quantitative and qualitative measures. Because what you choose to measure, or ignore, signals your commitment to finding ineffective or unlawful practices, the choice of metrics carries its own scrutiny.

• Describe key HR metrics and how they are used
• Assess the strategic and operational impact of HR metrics
• Use metrics to measure and communicate the value of human capital
• Apply HR metrics to assess human capital and employment practices liability risk
• Use key compliance indicators within a continuous audit process
• Improve strategic and operational decisions with HR analytics

• HR metrics as a core competency
• Key HR metrics and some of the most widely used measures
• The role of HR metrics in critical business decisions
• Strategic and operational impact of HR metrics
• Using metrics to measure and communicate value
• Calculating employment practices liability risk exposure
• Assessing human capital-related risks
• The move from HR metrics to business analytics
• HR key compliance indicators as part of a continuous audit process

Regulators expect employers to show they comply with many laws, and investors and lenders want proof that resources are used and reported properly. Employers need strategic, operational and transactional metrics that reveal monetary and non-monetary risk, track productivity and labor costs, and flag noncompliance that could lead to fines or debarment.

This session suits HR professionals, internal and external auditors, risk managers, CEOs and CFOs.

• HR Professional
• Internal and External Auditors
• Risk Managers
• CEOs and CFOs

Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.

Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA), the internationally recognized HR auditing and employment practices liability risk assessment process.

Mr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.

Mr. Adler is an appointee to State of Maryland's Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State's UI Funding Task Force, the UI Advisory Committee, and the state's Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.