Utilizing HR Metrics to Illustrate & Improve Human Resource's Contribution
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Category Online Professional Trainings;world class professionals trainings;professionals training courses
Deadline: February 05, 2019 | Date: February 06, 2019
Venue/Country: Online, U.S.A
Updated: 2019-01-09 17:19:34 (GMT+9)
Call For Papers - CFP
OverviewHuman Resource Departments have traditionally been concerned with the processing of transactions and administrative functions - often with little or no objective data to provide them feedback on:The effectiveness of their HR processesOr the contribution that these processes are making to the organization's business strategyHowever, many senior corporate executives are no longer satisfied with this scenario - they want HR to prove its value and Effectiveness through objective dataHuman Resources metrics allow HR professionals to:Be seen as business partners who are customer focused, strategic and change orientedMake greater contributions to their business' strategic and operational plansSpeak the 'language of business'Gauge whether they are satisfying the needs of their internal customersMake continuous, meaningful improvements to HR processesShow that they are not afraid of measuring their contributionAvoid being outsourcedThis interactive HR metrics trainingwill provide an overview of frequently used HR Metrics and describe a methodology for implementing them in your HR function.Why should you AttendHR professionals leading many of the best managed HR departments across the U.S. rely heavily on HR Metrics to guide and improve their departments' performance. They recognize that metrics offer significant benefits to both their departments and organizations.These HR professionals recognize that:Metrics is the 'language of businesses'. Senior leaders are seeking objectivity. They don't speak in generalities and don't make key decisions based on opinions.Metrics communicate by painting an unbiased, objective and believable pictureThey are in the service business and their H.R. function can be seen as only an overhead expense until others see value from the function. They appreciate the fact that the results that they don't objectively report often don't countThey need metrics to be able tocompare themselves to standards and 'best practices' in other organizations. That metrics provide early warning signals and identify performance gaps. And that it is difficult to control & improve upon any HR process that is not measured.Metrics provide a means of increasing visibility, clarifying performance expectations and setting goals. That just measuring an HR process conveys its importance and tends to improve the performance of the process.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.At the end of this HR management training, participants will be able to:use HR Metrics to 'paint a picture' and speak the 'language of business'gauge whether they are satisfying the needs of their internal customersmake continuous, meaningful improvements to HR processesmake greater contributions to their business' strategic and operational plansdevelop their personalized HR score carddiscuss ways of strategically implementing their HR metrics dashboardsee and select from many potential HR Metricsshow that they are not afraid of measuring their contributionAreas Covered in the SessionThe Benefits of HR Metrics to HR departments and OrganizationsReasons for Utilizing HR MetricsWhat HR Metrics ProduceIdentifying What to MeasureWhy Use HR Metrics?The Benefits and Limitations of MeasurementThe Key Question is How to Best Measure an HR Process and Whether the Result will be Worth the Cost of MeasuringWhat are Your Customers' Most Important Expectations?What HR Processes Impact/Have an Effect on These Expectations?How Can the Performance or Results of These HR Processes be Measured?Five Categories of HR MetricsFour Step Process for Implementing HR MetricsRecruiting, Interviewing & Selection MetricsCost: Per-Hire FormulaCost: Per-Interview FormulaTime-to-Fill FormulaOffers Resulting in a Hire FormulaQuality of Hire FormulaOther Frequently Utilized Recruiting Process MeasuresHuman Reactions to the Recruiting ProcessCompensation & Benefits MetricsFour Key Objectives of a Compensation SystemEmployee Compensation Cost FormulaCompensation & Benefits Costs as a Percentage of Operating Costs FormulaProfit Factor per Employee FormulaRevenue Factor per Employee FormulaOther Frequently Utilized Compensation MetricsOther Frequently Utilized Benefit MetricsHuman Reactions to CompensationTraining & Development MetricsTraining and Development's Biggest ChallengesDeveloping a Training Objective for Your OrganizationThe Four Levels of Training EvaluationTraining Cost FormulaTraining Cost Per Hour FormulaKnowledge Change FormulaSkill Change FormulaPerformance Change FormulaOther Frequently Utilized Training and Development MetricsHuman Reactions to Training & DevelopmentRetention Metrics FormulasAverage Length of Service FormulaCost of Turnover FormulaQuantity of Turnover FormulaQuantity of Voluntary Turnover FormulaVoluntary Separation Rate by Tenure FormulaReplacement Factor FormulaQuality of Performer Retention FormulaOther Frequently Utilized Retention MetricsHuman Reactions to Employee Retention & TurnoverMeasuring Other HR ProcessesOther HR Processes for Which You Might Like to Have HR MetricsStrategically Implementing Your Action Plan & HR DashboardCreating Your HR DashboardFour Key Summary QuestionsQuestions for Taking the Next StepsWho Will BenefitHR Professionals New to the FieldExperienced HR Professionals Looking for New IdeasA Refresher
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