Dresser & Associates is Now Part of Net@Work!
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Net@Work | Dresser & Associates
We are extremely pleased to announce that Dresser & Associates has joined Net@Work, one of the most respected Sage Software Partners in North America and an award-winning end-to-end technology solutions provider. You will see very little change relative to your Sage Software support, really just a name change.

Our existing staff will all be joining Net@Work and will continue to provide the excellent level of service and support our customers have come to expect. Our entire team is very excited about joining Net@Work and the ability to bring even more knowledge and resources to all of our clients.

Thank you for your continued business and we look forward to our ongoing relationship.

Mark F. Dresser, Dresser & Associates, Inc | mfdresser@dresserassociates.com
Read Message from Mark Dresser | Read the Full Press Release | Visit Us at www.netatwork.com
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HR Metrics

Align HR metrics to HR strategy

Q: How do HR metrics relate to HR strategy?

A: As a result of increased interest in human capital, HR professionals are expected to provide qualitative information to the internal leaders, board members and stakeholders of the organization. Thus, HR must be able to align the HR strategy with the organization strategy and prove its effectiveness.

Measurement is critical to monitor and effectively manage goals as well as final outcomes. Use HR metrics to achieve goal value and buy-in from organizational leaders and to report status and outcomes. Quantitative information is a common language that all leaders understand and consider credible.

Understand organizational objectives and align HR strategy to them. Consider metrics that the chief executive officer deems important. These metrics will align with organizational strategy for increased market share, productivity, employee return on investment, labor costs and revenues. Move away from seeing the provision of metrics as a cost function and instead look at what human capital is providing to the organization through quality hires and engaged and productive employees.

Metrics are used in areas such as HR outsourcing and workforce planning. A variety of metrics can be used to analyze a goal or outcome. Cost per hire and health care costs per employee are examples of department metrics that provide valuable information.

Also, measure on a broader scale to determine the contribution that HR is making to the business, such as its impact on profitability, competitiveness and other organizational goals.

Use HR metrics for:

  • Budgeting and planning purposes.
  • Development of strategy.
  • Benchmarking.
  • Compliance.
  • Assessing organizational, department and individual goals.

Don't just provide data, but provide complete and timely data. The data should be of interest to management and other leaders. It should report the status of goals and outcomes.

Make sure to measure the appropriate factors, such as the correct time period. Also, assess the metrics currently used.

The information you are putting out should be a comprehensive analysis of the goal or outcome and be aligned with HR and organizational strategy.

Article by Vicki Neal, PHR, is an HR knowledge advisor in SHRM's HR Knowledge Center from http://www.shrm.org/kc/solutions/articles/archives/CMS_021302.asp#P-8_0

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Dresser & Associates is a leading provider of HR Software & Payroll Solutions to New England, the Mid Atlantic, South East and Gulf Coast.

243 U.S. Route 1, Scarborough, Maine 04074 | Toll Free: 866-885-7212 | te@iscdsmorcsaaieo.efrsnso

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