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The purposes of an organization’s human resources are to add value to the company, to help make the company more competitive, and to greatly help the organization obtain its business objectives. The purposes of HR metrics are to help the organization discuss the value, to determine and calculate the contribution made by the human capital, and to calculate and predict employment-related risks. Hence in being a strategic business partner, HR experts have to certainly communicate the language of business. Inherent in this language is the lexicon of business measurements and metrics – including HR metrics.

This new 2019 HR Metrics session reviews the utilization of HR metrics and analytics as a key competency reviews the role they play in helping the business make critical business conclusions, discusses the computation of employment practices risk, and provides a list of more widely used HR metrics.


HR metrics and analytics play a vital role in business management. Top management makes use of HR analytics as a crucial part of its strategic planning and application activities. It increasingly makes essential decisions based on the important data HR analytics provides.

Operational management relies on HR metrics to ascertain and handle vital operational and transactional issues. HR metrics gives them the power to understand, anticipate, handle, and monitor important areas and make them facilitate central organization-wide decision making. For operational administration, HR metrics can provide real-time data on how effectively operations are running.

For HR professionals, HR metrics and analytics can provide crucial and useful information about how effectively the organization uses this intangible resource – its employees. For HR Professionals, HR metrics provides a scorecard of employment practices.

Thus HR metrics and analytics provide all levels within the organization crucial information about how effectively the organization is reaching their strategic objectives, their marketplace competitiveness, and the risks it faces.


  • In this 2019 HR Metrics session understand of key HR metrics and analytics
  • Identify and assess the strategic and operational impact of HR metrics
  • Roles of metrics in measuring and communicating value
  • Basics of using HR metrics in assessing human capital related risks
  • You will know how HR metrics improve strategic and operational decision making


  • Since HR metrics can assist your organization identify weaknesses and failures in its human resource management and employment practices compliance activities, your organization’s selection and use of specific HR metrics is not only an indicator of what issues it considers important, but is also an indication of your organization’s commitment to identify and ferret out ineffective or unlawful practices and processes. Thus, your organization may be scrutinized not only on the issues it chooses to measure, but also the issues it chooses to ignore.
  • Thus, your use of HR metrics considers both quantitative and qualitative methods and measurements, should help you assess your organization’s performance, and should provide you with data that will allow you to evaluate human capital outcomes.
  • This webinar identifies and discusses many of the HR metrics and measurements currently being used. It is designed to provide background material to help you analyze key metrics, help you determine the “right” metrics for your organization, and assist you use these metrics in the decision m making process.


  • HR Professionals
  • Internal/External Auditors
  • Operations Managers
  • CFO’s
  • Risk Managers
  • Payroll Managers


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.

Mr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.

Mr. Adler is an appointee to State of Maryland's Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State's UI Funding Task Force, the UI Advisory Committee, and the state's Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.

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