Bradford S. Bell is an Associate Professor of Human Resource Studies and Director of Human Capital Development and Executive Education in the School of Industrial and Labor Relations at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his M.A. and Ph.D. in Industrial and Organizational Psychology from Michigan State University. Dr. Bell teaches courses in Human Resource Management, Training and Development, and Work Groups and Teams to graduate and undergraduate students. Dr. Bell worked in the management and organization development department of First USA Bank/Banc One and has worked as an HR consultant for multiple private and public firms. Dr. Bell is a member of the Academy of Management, Society for Industrial and Organizational Psychology, and American Psychological Association.
The need to justify spending and the use of resources applies as much to talent as it does to business in general. With that in mind, how can HR professionals show the return on investment in human resource programs? In this course, learners will walk through the steps involved in conducting a credible return on investment (ROI) analysis and will be provided strategies for overcoming common ROI challenges such as isolating the impact of a program and converting the benefits of a program to a monetary value. This course also goes beyond the steps involved in calculating ROI – it provides learners with a framework to decide when ROI makes sense (and when it does not) as well as tools for planning a successful ROI and effectively communicating the results to key stakeholders.
This course does not assume learners have a data analytics background but does assume learners possess basic exposure to HR analytics (from experience or a prior course such as Applied Predictive Analytics in HR).The courses Essentials of HR Analytics, Strategic Talent Analytics, and Applied Predictive Analytics in HR are required to be completed prior to starting this course.
- Analyze current sentiment of using ROI
- Determine when you should and should not focus on ROI, considering visibility, level of investment, availability of data, and timing
- Determine plausible ROI calculations that can be supported using data
- Apply the ROI frameworks to different scenarios such as cost of turnovers, training and development, work-life balance, health and wellness, and diversity
How It Works
Who Should Enroll
- HR Associates, Managers and Directors
- CHROs and VPs of HR