HR Metrics and Analytics 2026- Update on Strategic Planning, Application Activities, and Operational Impact and the Use of AI

Useful HR metrics start with the business: how it earns revenue, its strategy, risks and opportunities, and what it already measures. That is why HR metrics and analytics should be shared by HR, the C-suite, other departments and line managers rather than owned by HR alone.

This 90-minute webinar explains how to choose metrics that are predictive, action-oriented and tied to decisions, and how they help you assess the value of human capital, employment practices risk and individual and organizational performance.

It also covers the shift from HR metrics to business analytics, the use of both quantitative and qualitative measures, and the AI metrics currently in use. Keep in mind that regulators may look at what you choose to measure and at what you ignore.

• Identify key HR metrics that matter to the business
• 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-related risks
• Describe the AI metrics currently in use
• Use Key Compliance Indicators to support continuous compliance auditing

• Key HR metrics
• The strategic and operational impact of HR metrics
• The role of metrics in measuring and communicating value
• Using HR metrics to assess human capital risks
• Important AI metrics in current use
• How HR metrics improve strategic and operational decisions
• Moving from HR metrics to business analytics
• HR Key Compliance Indicators (KCIs) in a continuous audit process

Government agencies expect employers to show they comply with many federal, state and local laws, while investors, lenders and third-party administrators add their own reporting demands. Objective measures are the way to prove compliance and avoid fines, penalties, debarment and lost business.

This session shows HR professionals, internal and external auditors, risk managers, CEOs and CFOs how HR-related Key Compliance Indicators (KCIs) can support a continuous audit process.

• HR Professional
• Internal and External Auditors
• Risk Managers
• CEO's and CFO's

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.