Human Resource Departments have traditionally beenconcerned with the processing of transactions and administrative functions –often with little or no objective data to provide them feedback on:
However, many senior corporate executives are nolonger satisfied with this scenario – they want HR to prove its value andeffectiveness through objective data.
HR Metrics allow HR professionals to:
-
Be seen as business partners who are customer focused,strategic and change-oriented
-
Make greater contributions to their business’ strategic and operational plans
-
Speak the ‘language of business
-
Gauge whether they are satisfying the needs of theirinternal customers
-
Make continuous, meaningful improvements to HRprocesses
-
Show that they are not afraid of measuring theircontribution
-
Avoid being outsourced
This interactive webinar will provide an overview offrequently used HR Metrics and describe a methodology for implementing them inyour HR function.
Why You Should Attend:
HR professionals leading many of the best-managed HRdepartments across the U.S. rely heavily on HR Metrics to guide and improvetheir departments' performance. They recognize that metrics offer significantbenefits to both their departments and organizations. Since the leaders of the other functions within their organizations - manufacturing, sales, accounting, customer service, etc. - measure and report their contributions and performance, they as HR professionals should as well.
-
The Benefits of HR Metrics to HR departments and Organizations
-
Identifying What to Measure
-
Recruiting, Interviewing & Selection Metrics
-
Compensation & Benefits Metrics
-
Training & Development Metrics
-
Retention Metrics Formulas
-
Measuring Other HR Processes
-
Strategically Implementing Your HR Dashboard
Who Should Attend:
You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Pete Tosh
Pete Tosh is the Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth.
Prior to founding his own firm 25 years ago, Pete had 15 years of experience — at the divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — including the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical, and Access Integrated Networks.