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    Utilizing HR Metrics to Illustrate & Improve Human Resource's Contribution

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    Website http://bit.ly/2sjDjvn | Want to Edit it Edit Freely

    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

    Overview

    Human 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 processes

    Or the contribution that these processes are making to the organization's business strategy

    However, many senior corporate executives are no longer satisfied with this scenario - they want HR to prove its value and Effectiveness through objective data

    Human Resources 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 their internal customers

    Make continuous, meaningful improvements to HR processes

    Show that they are not afraid of measuring their contribution

    Avoid being outsourced

    This 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 Attend

    HR 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 picture

    They 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 count

    They 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 customers

    make continuous, meaningful improvements to HR processes

    make greater contributions to their business' strategic and operational plans

    develop their personalized HR score card

    discuss ways of strategically implementing their HR metrics dashboard

    see and select from many potential HR Metrics

    show that they are not afraid of measuring their contribution

    Areas Covered in the Session

    The Benefits of HR Metrics to HR departments and Organizations

    Reasons for Utilizing HR Metrics

    What HR Metrics Produce

    Identifying What to Measure

    Why Use HR Metrics?

    The Benefits and Limitations of Measurement

    The Key Question is How to Best Measure an HR Process and Whether the Result will be Worth the Cost of Measuring

    What 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 Metrics

    Four Step Process for Implementing HR Metrics

    Recruiting, Interviewing & Selection Metrics

    Cost: Per-Hire Formula

    Cost: Per-Interview Formula

    Time-to-Fill Formula

    Offers Resulting in a Hire Formula

    Quality of Hire Formula

    Other Frequently Utilized Recruiting Process Measures

    Human Reactions to the Recruiting Process

    Compensation & Benefits Metrics

    Four Key Objectives of a Compensation System

    Employee Compensation Cost Formula

    Compensation & Benefits Costs as a Percentage of Operating Costs Formula

    Profit Factor per Employee Formula

    Revenue Factor per Employee Formula

    Other Frequently Utilized Compensation Metrics

    Other Frequently Utilized Benefit Metrics

    Human Reactions to Compensation

    Training & Development Metrics

    Training and Development's Biggest Challenges

    Developing a Training Objective for Your Organization

    The Four Levels of Training Evaluation

    Training Cost Formula

    Training Cost Per Hour Formula

    Knowledge Change Formula

    Skill Change Formula

    Performance Change Formula

    Other Frequently Utilized Training and Development Metrics

    Human Reactions to Training & Development

    Retention Metrics Formulas

    Average Length of Service Formula

    Cost of Turnover Formula

    Quantity of Turnover Formula

    Quantity of Voluntary Turnover Formula

    Voluntary Separation Rate by Tenure Formula

    Replacement Factor Formula

    Quality of Performer Retention Formula

    Other Frequently Utilized Retention Metrics

    Human Reactions to Employee Retention & Turnover

    Measuring Other HR Processes

    Other HR Processes for Which You Might Like to Have HR Metrics

    Strategically Implementing Your Action Plan & HR Dashboard

    Creating Your HR Dashboard

    Four Key Summary Questions

    Questions for Taking the Next Steps

    Who Will Benefit

    HR Professionals New to the Field

    Experienced HR Professionals Looking for New Ideas

    A Refresher


    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.