Mastering HR Analytics: A 3-Hour Virtual Seminar for Human Resource Management
Data-Driven HR: Don’t Miss Our HR Analytics Seminar!
Instructor :
Ronald Adler
Webinar ID:
14027
Date: 16 February 24, FRI
Start Time: 10 am PT
Duration: 3 Hrs.
What you will learn
- Explore Essential HR Metrics and Analytics.
- Grasp HR Metrics’ Influence within Your Organization.
- Familiarize with Various Types of HR Metrics.
- Understand HR Metrics’ Role in Achieving Organizational Goals…
- Explore Essential HR Metrics and Analytics.
- Grasp HR Metrics’ Influence within Your Organization.
- Familiarize with Various Types of HR Metrics.
- Understand HR Metrics’ Role in Achieving Organizational Goals.
- Examine HR Metrics’ Financial Implications on Your Bottom Line.
- Evaluate Metrics’ Impact on Workforce Planning and Management.
- Learn to Gauge Strategic and Operational Impacts of HR Metrics.
- Understand Metrics’ Function in Conveying Value and more..
Course Description
In today’s fast-paced business landscape, HR analytics has emerged as a game-changer, revolutionizing how organizations manage their workforce.
“Imagine you’re at the helm of a company that was grappling with high employee turnover. You’re losing talent, and it’s hurting your bottom line. But then, you implement HR analytics, revealing patterns you never knew existed. Suddenly, you’re able to make data-driven decisions, reduce employee churn, and save costs. This training will give you the tools to become that game-changing leader.”
The purposes of HR metrics and analytics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment-related risks.
To become a strategic partner and to help your leaders manage your organization, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics – including HR metrics and analytics.
This comprehensive training is designed to equip HR professionals like you with the skills to leverage data and analytics effectively.
By attending this seminar, you will unlock the potential of HR analytics and take your organization to new heights of efficiency and competitiveness.
This enlightening seminar will guide you through the world of data-driven decision-making in HR, empowering you to become more strategic and effective in your roles.
Harness the power of HR analytics to streamline hiring, boost employee retention, and foster an environment that drives performance!
Let’s turn raw data into actionable insights together!
Join Now!
In today’s fast-paced business landscape, HR analytics has emerged as a game-changer, revolutionizing how organizations manage their workforce.
“Imagine you’re at the helm of a company that was grappling with high employee turnover. You’re losing talent, and it’s hurting your bottom line. But then, you implement HR analytics, revealing patterns you never knew existed. Suddenly, you’re able to make data-driven decisions, reduce employee churn, and save costs. This training will give you the tools to become that game-changing leader.”
The purposes of HR metrics and analytics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment-related risks.
To become a strategic partner and to help your leaders manage your organization, HR professionals need to speak the language of business. Inherent in that language is the lexicon of business measurements and metrics – including HR metrics and analytics.
This comprehensive training is designed to equip HR professionals like you with the skills to leverage data and analytics effectively.
By attending this seminar, you will unlock the potential of HR analytics and take your organization to new heights of efficiency and competitiveness.
This enlightening seminar will guide you through the world of data-driven decision-making in HR, empowering you to become more strategic and effective in your roles.
Harness the power of HR analytics to streamline hiring, boost employee retention, and foster an environment that drives performance!
Let’s turn raw data into actionable insights together!
Join Now!
Why you should attend
In a digital age, staying ahead of the curve is not a luxury, but a necessity. By 2025, data-driven HR departments are projected to make 30% more effective and accurate decisions, reducing hiring costs by up to 40%.
As HR professionals, we are not just managing resources; we are shaping futures. Our actions determine the talent that drives an organization’s success.
However, are we making these decisions based on gut feelings, or are they informed, strategic, and data-driven?
Current events have put organizations on notice that they must create, maintain, and demonstrate procedures and activities that can be used to help them manage their businesses and ensure that they are in compliance with the law.
At the same time, investors, lending institutions, and third-party administrators are constantly imposing requirements upon employers to ensure that resources are properly used and that their results are properly reported.
In this environment, organizations must be able to demonstrate their activities and their level of compliance through objective measures.
- Thus, employers need metrics and measurements that are strategic, operational, and transactional.
- They need metrics that help them identify monetary and non-monetary risks and help them manage revenue generation, productivity, labor costs, and profitability.
- Further, they need metrics that help identify when they are out of compliance.
- These metrics include measurements of their employment brand and their organizations’ ability to attract and retain top performers while managing and separating unnecessary staff.
In the “HR Analytics” era, those who can interpret and apply HR data will be in high demand. You’ll be seen as a strategic partner, a key player in steering your organization towards success.
This program discusses the tools of HR metrics and analytics that help organizations assess these risks and discusses the use of HR measurements that can be used as an element of a continuous audit process that provides assurance of management and compliance.
Enroll Now!
In a digital age, staying ahead of the curve is not a luxury, but a necessity. By 2025, data-driven HR departments are projected to make 30% more effective and accurate decisions, reducing hiring costs by up to 40%.
As HR professionals, we are not just managing resources; we are shaping futures. Our actions determine the talent that drives an organization’s success.
However, are we making these decisions based on gut feelings, or are they informed, strategic, and data-driven?
Current events have put organizations on notice that they must create, maintain, and demonstrate procedures and activities that can be used to help them manage their businesses and ensure that they are in compliance with the law.
At the same time, investors, lending institutions, and third-party administrators are constantly imposing requirements upon employers to ensure that resources are properly used and that their results are properly reported.
In this environment, organizations must be able to demonstrate their activities and their level of compliance through objective measures.
- Thus, employers need metrics and measurements that are strategic, operational, and transactional.
- They need metrics that help them identify monetary and non-monetary risks and help them manage revenue generation, productivity, labor costs, and profitability.
- Further, they need metrics that help identify when they are out of compliance.
- These metrics include measurements of their employment brand and their organizations’ ability to attract and retain top performers while managing and separating unnecessary staff.
In the “HR Analytics” era, those who can interpret and apply HR data will be in high demand. You’ll be seen as a strategic partner, a key player in steering your organization towards success.
This program discusses the tools of HR metrics and analytics that help organizations assess these risks and discusses the use of HR measurements that can be used as an element of a continuous audit process that provides assurance of management and compliance.
Enroll Now!
Areas Covered
- Review Critical HR Metrics and Analytics
- Understand the Impact of HR Metrics within Your Organization
- Review the Definition and Types of HR Metrics
- Learn How HR Metrics Affect the Achievement of Organizational Goals
- Discuss the Financial Impact of HR Metrics on Your Organization’s Bottom Line
- Discuss the Human Resources Impact of Metrics on the Planning and Managing of Your Workforce
- Discuss the Impact HR Metrics Play in Managing Your Organization
- Gain an Understanding of Key HR Metrics
- Be Able to Identify and Assess the Strategic 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 Key Separation and Discharge Metrics
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
- Review Critical HR Metrics and Analytics
- Understand the Impact of HR Metrics within Your Organization
- Review the Definition and Types of HR Metrics
- Learn How HR Metrics Affect the Achievement of Organizational Goals
- Discuss the Financial Impact of HR Metrics on Your Organization’s Bottom Line
- Discuss the Human Resources Impact of Metrics on the Planning and Managing of Your Workforce
- Discuss the Impact HR Metrics Play in Managing Your Organization
- Gain an Understanding of Key HR Metrics
- Be Able to Identify and Assess the Strategic 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 Key Separation and Discharge Metrics
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Maximize the Learning Experience in a Group Setting!
- Human Resource Managers
- HR Directors
- HR Analysts, HR Specialists
- Talent Acquisition Managers
- Talent Development Managers
- HR Business Partners, HR Consultants
- HR Operations Managers, HR Executives
- Internal and external auditors
- CEO and CFOs
- Risk managers
- Compliance managers
- VPs, GMs, Directors, Division Heads, Senior Managers, and Coordinators
Maximize the Learning Experience in a Group Setting!
- Human Resource Managers
- HR Directors
- HR Analysts, HR Specialists
- Talent Acquisition Managers
- Talent Development Managers
- HR Business Partners, HR Consultants
- HR Operations Managers, HR Executives
- Internal and external auditors
- CEO and CFOs
- Risk managers
- Compliance managers
- VPs, GMs, Directors, Division Heads, Senior Managers, and Coordinators
Instructor Profile
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance issues.
Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Additionally, Mr. Adler has served as a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and formerly served on the National Employment Committee.
Mr. Adler has additionally served as a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from Southern Illinois University.
