Human Capital Reporting for Technical Professionals
The course provides a concise overview of human capital reporting. Human capital is defined as “the skills, knowledge, and qualifications of a person, group, or workforce considered as economic assets.” Human capital reporting tracks workforce diversity, compensation, health and safety, skills and capabilities, stability, and cultural initiatives in an enterprise. Specific metrics can include employee turnover, cost-per-hire, benefits participation rate, gender pay gap, percent of employees retrained after automation impact, percentage of racial/ethnic group representation in management, number of suppliers identified with high-risk labor conditions and more. Measuring this kind of information—what’s working, what needs improvement, and what trends to expect in the future—helps organizations figure out their people strategy.
Human capital disclosures are already law in the European Union. The Securities and Exchange Commission (SEC) has also required selected companies to disclose information on human capital resources that is material to understanding a company’s business. These requirements are rapidly evolving and driven by the growing realization of the importance of talent and culture in the knowledge economy. You’ll walk away from the course with a foundational understanding of human capital reporting, and how you can use this emerging disclosure framework to measure and guide workforce investments, drive strategy, spur innovation, and add long-term value to your operations.
- What is human capital?
- What is human capital reporting?
- Key economic, social, and regulatory forces driving interest in human capital disclosures
- European Union human capital disclosure requirements
- SEC evolving human capital disclosure requirements
- Emerging frameworks and KPIs (key performance indicators) for human capital and culture disclosures
- Human capital case studies from the European Union and the United States
- What’s ahead for human capital reporting and how to take advantage
- Explain at least four ways human capital reporting contributes to corporate value and strategy.
- Point out at least nine economic, social, and regulatory forces that are driving interest in human capital disclosures
- Summarize at least four emerging frameworks and KPIs (key performance indicators) for human capital and culture disclosures
- Give examples of at least five human capital reports from enterprises in the European Union where workforce disclosures are already law
- List examples of at least five Form 10-K filings (comprehensive reports filed annually by US publicly-traded companies about their financial performance) which report how companies manage their workforce and contribute to their revenue-earning capacity
Who Should Attend
Practitioners who want a foundational understanding of human capital reporting and wish to explore opportunities to use this disclosure framework to guide workforce investments, drive strategy, spur innovation, and add long-term value to their operations.REQUEST GROUP TRAINING QUOTE
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Almost all of EPIC's courses offer :
- Continuing Education Units (CEUs) and
- Professional Development Hours (PDHs)
These course credits will help attendees earn training requirements for their associations or provincial governing bodies.
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