It is increasingly assumed that HR professionals have a working knowledge of the key tactical and operational metrics that measure the role and the value of HR. However, as HR moves into higher positions within their organizations and as managing human capital becomes more critical to their organizations’ success, HR professionals must increasingly also have a working knowledge of the key strategic metrics.That means that HR professionals must be able to identify and present key HR metrics that will help their organizations make critical decisions, identify and plan for risks, and improve the bottom line. Strategic HR metrics play an increasingly important role.

Such metrics as the Revenue-per-Employee (RPE) and the Return on Investment (ROI) are now standard measurements and ones that should be regularly measured. Other metrics such as Implemented Impact of Innovations on Corporate Revenue and the Recruiting and Employer Branding Effectiveness are also gaining attention. Together these and other important metrics are becoming important metrics that should be measured, monitored, and acted upon.As organizations increasingly recognize the value obtained from business metrics, HR will need to identify and update the strategic and operational metrics that it measures and takes action on.

The purposes of an organization’s human resources are to add value, make the organization more competitive, help the organization achieve its business objectives, and help identify and manage risks. The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks.This has become particularly true in managing an organization in the light of COVID-19 and other medical issues. Thus, becoming a strategic partner and helping lead and manage your organization requires that HR professionals speak the language of business. Inherent in that language is the lexicon of business measurements and metrics - including HR metrics.

In this environment, HR professionals are increasingly being expected to become important contributors in their organizations’ planning and discussions activities. As a result, HR professionals must develop and maintain an understanding of the key strategic and operational issues affecting their organizations. This webinar discusses the use of HR metrics as a core competency, reviews the role HR metrics play in helping the organization make critical business decisions, describes the calculation of employment practices liability risk exposure, and provides a discussion of some of the more widely used HR metrics.