Measuring HR's Impact
Course ID: ILRHR555 Develop metrics to demonstrate HR's impact on financial, customer, process, and people outcomes. Build a model that links metrics to organizational goals and priorities. |
Description
HR leaders have the ability to drive business performance by defining, designing, developing, and delivering competitive advantage through people. A key component of their ability to do so is a solid understanding of the organization's business drivers and a demonstrable competence in matching human capital to strategic initiatives. Metrics enable HR to demonstrate its competence in terms of its business literacy and adopt a data-driven approach to management and leadership.
This course focuses on identifying and developing key measures of HR's impact on business outcomes. It distinguishes between business metrics and HR metrics and relates them in terms of how to measure and communicate HR's value. Metrics must support the organization's business model. This course provides models for matching metrics to organizational outcomes and developing business-based metrics including the use of the balanced scorecard tied to financial, customer, process, and people outcomes. This course also provides frameworks for categorizing and analyzing metrics according the business value they measure, analyzing HR metrics, and building a model to link metrics to organizational goals and priorities.
Who Should Enroll in This Course?
This course is designed for manager-, director-, and executive-level HR professionals who are charged with improving HR's ability to contribute to organizational strategy and success. It is also appropriate for HR professionals seeking the strategic skills required for advancement to management and leadership positions.
Enrollment
To register, contact an Enrollment Counselor at info@ecornell.com or 1-866-326-7635 (+1-607-330-3200 from outside the United States).Certificate programs are eligible for eCornell Payment Plans. Discounts are available for military personnel, veterans, and Cornell University Alumni. eCornell programs are not eligible for financial aid or federal Pell Grants. Contact an enrollment counselor for more information.
June 20, 2012
July 18, 2012
Click 'Enroll Now' to see available dates beyond July 18, 2012.
Certificate Information
This course can be applied toward the following certificates:CEUs
HRCI Recertification
Additional Information
Course Format
All eCornell courses are delivered online and are self-paced. An eCornell instructor leads the online discussions, grades any course projects, and is available to answer specific questions about the course content.
This course contains the following modules:
- Metrics for HR Leaders.
- Meeting Challenges and Making Decisions.
- Metrics That Support the Business Model.
- Metrics for Business Literacy.
- Developing a Strategy Map.
- Using the Balanced Scorecard.
- Metrics for Business Value.
- Categorizing Metrics for Value.
- Building Your Metrics Model.
Benefits to the Learner
Participants who complete this course will be able to:- Use metrics to make better HR decisions.
- Account for the limitations of metrics for analyzing and managing the HR function.
- Use the balanced scorecard to measure financial, customer, process, and people outcomes.
- Avoid the potential misuses of metrics.
- Categorize and evaluate metrics to make better use of them.
Authoring Faculty
Patrick M. Wright, Ph.D., William J. Conaty GE Professor of Strategic Human ResourcesSponsoring School
Cornell University's School of Industrial and Labor RelationsTotal Learning Time
Approximately 5-6 hours over a 2-week period.You May Be Interested In...
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- Student Testimonial
"I have described eCornell's model in a couple meetings already and expect to keep using the course environment as a standard."
Measuring HR's Impact - Student Testimonial
"My organization is at a cross roads and this course outline has helped create some direction."
Measuring HR's Impact - Student Testimonial
"My organization is at a cross roads where this course outline would help create some direction. It was really an in-depth study."
Measuring HR's Impact
