HR Metrics: Weighing the Tactical and Operational Magnitude of Decision Making Strategy

Why Should You Attend:

It is assumed that HR professionals have a working knowledge of the key tactical and operational metrics that measure the role and value of HR. Increasingly HR professionals must also have a working knowledge of the key strategic metrics. That means that HR professionals must be able to identify and present key HR metrics that will help their organizations make critical decisions, identify and plan for risks, and improve the bottom line. This webinar is designed to help attendees respond to these requirements.

Areas Covered in the Webinar:

• Gain an understanding of key HR metrics
• Be able to identify and assess the strategic, tactical, 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 the key metrics used in today’s economy

Who Will Benefit:

• HR professionals
• Managers and supervisors
• CFOs
• Internal auditors/external auditors
• Compliance officers
• Risk managers

Instructor Profile:

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a human resource management consulting firm that helps organizations enhance the value of their human capital and reduce their exposure to employment practices liability through human capital risk management. Mr. Adler has more than 40 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 has served as a consulting expert on work force, employment practices, and unemployment insurance issues to Bloomberg BNA, HR Magazine, and other publications and newspapers across the country. His research findings have been used by the Federal Reserve Board, the Equal Employment Opportunity Commission (EEOC), the National Conference of State Legislatures, the National Association of Manufacturers, the National Federation of Independent Business, EPLI carriers, and international organizations. He is an internationally recognized thought leader on HR audits and is a co-developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices risk assessment process.

As an adjunct professor at Villanova University, he teaches graduate courses on HR auditing and HR management. He is also a certified instructor on employment practices and insurance issues for The CPCU Society, has conducted continuing professional education courses for the American Institute of Certified Public Accountants on “Assessing Employment and Personnel Policies,” and has conducted continuing professional education courses for SHRM, the Institute of Internal Auditors, the Institute of Management Consultants, the Maryland Advanced Tax Institute, and the Maryland CPA Society.

Mr. Adler has testified before the U.S. Senate Finance Committee on unemployment insurance issues and before the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace.

As a member of the Society for Human Resource Management (SHRM) he has contributed materials for The SHRM Academy and the SHRM Learning System and has represented SHRM in meetings with the EEOC. He serves on national taskforces developing professional standards in human capital measurement and performance management. Additionally, Mr. Adler is a member of the Institute of Internal Auditors, and holds a B.S. in finance from the University of Maryland and an M.B.A. degree from Southern Illinois University.

Topic Background:

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 manage risk. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks. To become a strategic partner, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics - including HR metrics.

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