Key Operating Reports for the HR Professional Live Online Webinar
On Demand Webinar Credits HR Certification Institute, SHRM ( In Partnership With Lorman Business Center, LLC)
August 24 at 1:00 - 2:30 pm EST
Better understand, manage, and monitor critical components to provide real-time data on how effectively your organization is performing.
There are numerous key management issues to be considered by HR professionals. Which HR management issues should be measured? How should they be reported? How should they be managed? How do they affect the bottom line? How will investors, stakeholders, and others benefit from the information provided? Does the organization measure and report both past performance and the achievement of future economic goals? How do employees impact the value of the organization? While business, financial, and operations management are critical for an organization, so too is HR management. Top management increasingly uses HR metrics and analytics as a crucial part of their strategic, financial, and business planning activities. These metrics increasingly help top management make essential and timely decisions. Additionally, top management relies on this operational analysis to ascertain and manage key organizational issues, at the same it gives them the power to better understand, anticipate, manage, and monitor critical components. HR professionals are increasingly using this information and reports to provide real-time data on how effectively their organizations are performing. From this perspective, this data and information play a crucial and valuable role in helping their organizations effectively identify, select, and manage critical issues. Further, HR professionals increasingly required to provide a scorecard of the organization’s employment practices. As a result, this information and data provide all levels of management with crucial information about how effectively their organizations are reaching their strategic objectives, achieving marketplace competitiveness, and managing operational and financial risks. This topic is designed to discuss critical operating, financial, and HR issues and provide you with information about their current use in addressing key operating, financial, and HR management decision making activities.
- You will be able to recognize key operating, financial, and HR reports.
- You will be able to discuss key operational, financial, and HR issues.
- You will be able to identify critical issues you should monitor.
- You will be able to describe operational, financial, and HR issues affecting your organization.
- Discussion of the VUCA Analysis
- Determining Key Strategic Management and Operation Factors
- Discussion of the Components of Key Operation and Financial Documents,
- Discussion of the Link Between Key Operating, Financial, and HR Measures and Stakeholder Value
- Strategic HR Issues
- Assessing Managing Corporate Performance
- Developing an HR Budget
- Developing and Using Important Managerial and HR Metrics
- ISO 30414, Guidelines for Internal and External Human Capital Reporting: Critical Issues for the Organization?
- A Discussion of Critical Operating Terms
- A Discussion of Critical HR Terms
- Managing Important Operation and HR Measures
Who should attend?
Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.
Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA), the internationally recognized HR auditing and employment practices liability risk assessment process.
Live Webinar Registration
- HR Certification Institute 1.5 including Business 1.5
- This program has been approved for 1.5 ( Business for 1.50 hours ) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
- SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.