BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20180614T150000 DTEND:20180614T163000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20180614T000000-150536904-example.com DTSTAMP:20180614T000000 DTSTART;TZID="US/Eastern":20180614T150000 DTEND;TZID="US/Eastern":20180614T163000 SUMMARY:HR Metrics: 2018 Update DESCRIPTION: The purposes of an organization’s human resources are to add value, make the organization more competitive, and help the organization achieve its business objectives.  The purposes of HR metrics are to help communicate the value added, demonstrate the contribution of human capital, and measure employment related risks. Thus, to become a strategic partner, HR professionals need to speak the language of business.  Inherent in that language is the lexicon of business measurements and metrics ? including HR metrics. HR metrics should not be developed in a silo or owned exclusively by human resources.  To be of value, HR metrics should measure the business factors that are important to the organization ? not just HR ? and should be co-owned by HR and the C-suite, other departments, and line managers.  The right or best metrics are HR metrics that incorporate the input of stakeholders and contribute to informed decision-making.  From this perspective, HR metrics should be predictive and action oriented.  HR metrics that do not assist organizational decision making are of little value.  The issue is not the number of metrics.  As Albert Einstein noted: “Everything that counts can’t be measured and everything that can be measured does not count.”   Thus, the measurement of business outcomes is a critical component of the HR auditing process.  Your organization’s HR analytics and metrics should help you assess the value and contribution of your organization’s human capital; should focus your organization’s attention on how human capital helps it achieve its business objectives; should help you measure and assess human capital management and employment practices liability related risks; and should help you assess individual and organizational performance. PRIORITY:3END:VEVENT END:VCALENDAR