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.

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 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 webinar will provide an overview of frequently used HR Metrics and describe a methodology for implementing them in your HR function.

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 business.’ 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 to compare 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. 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 workshop, 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 scorecard
• Discuss ways of strategically implementing their HR dashboard
• See and select from many potential HR Metrics
• Show that they are not afraid of measuring their contribution