This document discusses how HR can move from being perceived as "touchy-feely" to being driven by analytics. It outlines six levels of increasing analytics maturity for HR: 1) establishing basic HR metrics, 2) analyzing data to gain insights, 3) devising actionable strategies, 4) workforce forecasting, 5) developing predictive models, and 6) integrating HR analytics in real-time decision making. The document argues that becoming analytics-driven requires not just new tools but a cultural transformation to prioritize data-based decision making. It provides examples of companies that have benefited from various levels of HR analytics and urges readers to start measuring something and iterate continuously.
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
To see the full webinar visit: https://www.analyticsinhr.com/hr-analytics-webinars/.
The Introduction to HR Analytics Webinar.
Analytics in HR is the leading blog about HR analytics. These slides are part of a webinar, which can watch at https://www.analyticsinhr.com/hr-analytics-webinars/
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
* How high is your annual employee turnover?
* How much of your employee turnover consists of regretted loss?
* Do you know which employees will be the most likely to leave your company within a year?
Find the answer from HR Analytics because Human Resource analytics (HR analytics) is about analyzing an organizations’ people problems.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
An overview of HR analytics. The slide can be used by everyone for their learning purpose as well as in institute presentation at the last moment. All basics are being covered.
Best of Luck.
Big Data = Big Headache? Using People Analytics to Fuel ROItalent.imperative
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
Talent minus big data equals unsubstantiated rubbishNick Holley
Talent minus big data equals unsubstantiated rubbish - presentation at HRTechEurope October 2013. The world of Big Data and HR analytics is a massive opportunity for HR in the talent and other spaces. It provides an opportunity to provide data driven insights that ensure HR is dealing with real issues that will drive business performance which in turn will drive its credibility. Equally it's a massive threat. As one Senior HR Director said in our latest research "I think for far too long HR has asserted unsubstantiated rubbish. It’s all a house of cards and data will knock it down". This presentation looks at the potential impact of Big Data on HR through the eyes of some of the leading companies in the field and explore what it is and the impact it can make in driving substantiated insight driven HR.
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter fir...Edunomica
Max Blumberg: How can #PeopleAnalytics prevent incidents like the Twitter firings?
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
If the Great Recession of 2007 has taught us anything, it’s that we must learn to manage our human capital as efficiently and effectively as we manage all of the other parts of our business. Up to this point, we’ve automated and analyzed every aspect of our business except for HR. You know all these acronyms: ERP, JIT, and CRM. But do you know about HCSC (Human Capital Supply Chains) and how they affect your HCFR (Human Capital Financial Reports)?
Tim Giehll introduced the concept of Human Capital Supply Chains in 2009 to define the business processes and technology for planning, hiring, on-boarding and off-boarding a company’s human capital. His presentation explains how Human Capital Supply Chains link business strategy, business performance, strategic workforce planning, staffing, on-boarding and off-boarding for improved corporate financial management and success.
Translating manufacturing and distribution supply chain lessons learned at Toyota, Wal-Mart and Dell to the Human Capital Supply Chain makes perfect business sense.
And evaluating those lessons through new Human Capital Financial Reports is critical.
Through this presentation, industry expert and author Tim Giehll provides a method for companies to calibrate and fine tune their workforce, quickly responding to changing market conditions in small steps rather than in painful mass layoffs or mass rehire campaigns where workforce quality is likely to suffer. He also outlines a 4 Human Capital Financial Report system akin to 4 GAAP Financial Statements knowing that the human capital health of an organization is just as important to investors as its financial health.
As the economy rebounds, companies will all be competing for the same top talent. Firms that have been strategic during the downturn by investing in streamlined processes and best-in-class technologies will be best poised to react quickly and snap up the most qualified talent first – and be able to better manage their global workforce and profits.
Proven Steps in Hiring and Retaining The Right PeopleProfiles Asia
Have you ever hired or promoted someone who didn’t meet your expectations?
If you are looking to hire the right people the first time ,decrease employee turnover and increase your workforce productivity, then you will not want to miss this session. This 30 minutes complimentary webinar you will learn how you can increase your hiring success up to 75% of the time , talent and engagement strategies that will bring success to your organization.
Hiring in a Candidate Driven Market: People, HR & AnalyticsAggregage
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction. Join us to learn how to empower your organization to align metrics with strategic business goals, using HR analytics.
Hiring in a Candidate Driven Market: People, HR & AnalyticsShelley Reece
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction. Join us to learn how to empower your organization to align metrics with strategic business goals, using HR analytics.
Strategic Workforce Planning: Key Principles and Objectives, Paul TurnerThe HR Observer
Making sure that we have the right people in the right place with the right level of skills at the right time to deliver both short and long term objectives requires information and insight. This need has sparked a growing interest in workforce planning. Organisations have identified a compelling need to be able to ‘shape’ and skill themselves to deal with both expected and unexpected events: as well as to control costs without damaging competitiveness. Strategic Workforce Planning (SWP) supports these objectives in the quest to become flexible and agile. SWP is a core process of human resource management. It helps HR Professionals to provide insight to an organisation’s competitive advantage through people. This session will cover some of the objectives, principles and models used in SWP, together with case studies of best practice.
This presentation was used at HR Summit and Expo 2013 www.hrsummitexpo.com
In the age of big data, it has become mandatory for strategic HR professionals to have strong qualiitative skills. The following presentation conducted in 2004, predicted this shift and outlined why and how HR can stay ahead of the data revolution.
Patterns and Packages in PostgreSQL for Privacy PreservationAtif Shaikh
While PostgreSQL offers state of the art features and capabilities in security, there are privacy breaches that typically escape the security lens, notably through re-identification attacks. Up until recently, encryption was the only approach available to PostgreSQL developers and DBAs but not anymore.
This talk will identify typical patterns for privacy preservation and will showcase how they are implemented in PostgreSQL through native features, third party extensions and specific techniques utilizing non-traditional encryption, data programming, differential privacy, and foreign data wrappers.
This talk will dive into three types of approaches and their implementation in PostgreSQL employed to preserve PII (personally identifiable information). This includes best practices in encryption and masking, federated query via foreign data wrappers and differential privacy. The talk is targeted at DBAs, developers and architects to provide support for GDPR, NDB, CCA, and related compliance and regulatory requirements.
Hybrid Transactional & Analytical Processing are a new breed of database queries offered by NewSQL engines. This talk features key engine capabilities required to offer HTAP and state of the art of PostgreSQL 11 that aligns with an HTAP vision in terms of sharding, fault tolerance, high availability, and replication
Privacy Preserved Data Augmentation using Enterprise Data FabricAtif Shaikh
Enterprises hold data that has potential value outside their own firewalls. We have been trying to figure out how to share such data at a level of detail with others in a secure, safe, legal and risk mitigated manner that ensure high level of privacy while adding tangible economic and social value. Enterprises are facing numerous roadblocks, failed projects, inadequate business cases, and issues of scale that needs newer techniques, technology and approach.
In this talk, we will be setup the groundwork for scalable data augmentation for organisations and visualising technical architectures and solutions around emerging technologies of data fabrics, edge computing and a second coming of data virtualisation.
Data Infrastructure for Your Retail Digital StrategyAtif Shaikh
Retailers are facing disruptive times and are pressured to diigtize their businesses. While data remains at the center of all operations, it can also be leveraged as a core enabler of your strategy if your data infrastructure follows these tenets
Strategy is not new for many business executives. Yet, many few companies can truly link their strategy to action.
Organizations need to implement EPM based on a measurement system to empower people, process and technology to deliver what is strategized!
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
6. The Evil Director of Human Resources
2
Schools of Thought
“Human Resources has long been looked at
as a touchy-feely business. The stereotype
of its practitioners is that they give warm
and fuzzy answers to most business
queries.” – Jac Fitz-Enz, The ROI of Human Capital.
CATBERT
7. The Evil Director of Human Resources
2
Schools of Thought
“Human Resources has long been looked at
as a touchy-feely business. The stereotype
of its practitioners is that they give warm
and fuzzy answers to most business
queries.” – Jac Fitz-Enz, The ROI of Human Capital.
CATBERT
9. The Evil Director of Human Resources
Perception…
…Or Reality?
CATBERT
10. The Evil Director of Human Resources
Perception…
…Or Reality?
CATBERT
11. The Evil Director of Human Resources
[Contrary to Popular Belief (and Satire)]
CATBERT
12. The Evil Director of Human Resources
[Contrary to Popular Belief (and Satire)]
Life isn't that easy
CATBERT
13. The Evil Director of Human Resources
[Contrary to Popular Belief (and Satire)]
Life isn't that easy
…or random!
CATBERT
14. The Evil Director of Human Resources
Large Organizations:
Too many people (and data) to make objective decisions.
CATBERT
15. The Evil Director of Human Resources
Startups and SMEs:
Too much flexibility and personalization in place, difficult to
make universal policies.
CATBERT
Princess Complex!
19. The Evil Director of Human Resources
Employee Redundancy
Turnover ‘Right Sizing’
Morale
Organizational Memory
CATBERT
20. The Evil Director of Human Resources
As the economy shows signs of
recovery, employees may begin to consider
greener pastures.”
What happens if there’s a mass exodus of key
talent just as an organization is moving toward
recovery?
-Aon Hewitt Talent Management Report, 2011
CATBERT
21. The Evil Director of Human Resources
Also
CATBERT Nationalization Drives
22. The Evil Director of Human Resources
And
Brain Drain and Employee Turnover…
CATBERT
23. The Evil Director of Human Resources
With limited resources and harsh external
influences, HR takes actions based on gut
feelings, ‘soft skills’ and freshly baked policies.
Thus, perceived as Random Policy Generators
and/or EVIL!
CATBERT
26. Dogbert – THE Consultant
Wanna get rid of Catberts?
Make HR…
27. Dogbert – THE Consultant
Wanna get rid of Catberts?
Make HR…
Analytics Driven
28. Analytics
ˌa-nə-ˌli tiks
-
By analytics we mean the
extensive use of
data, statistical and
quantitative
analysis, explanatory and
predictive models, and fact-
based management to drive
decisions and actions.
29. A REVOLUTION DOES
NOT HAPPEN WHEN
SOCIETY ADOPTS NEW
TOOLS,
IT HAPPENS WHEN
SOCIETY ADOPTS NEW
BEHAVIORS
Clay Shirky, US Now
30.
31.
32.
33. Don’t replace your tools, add new ones for specific problems, Analytics is one of the many tools.
36. No organization we’ve worked with has embraced an analytics-
only method of managing, motivating, and retaining employees.
But early adopters have created tangible value for themselves.
Tom Davenport, Competing on Talent Analytics
38. Employee Churn Prediction
Sprint has identified the
factors that best foretell
which employees will leave
after a relatively short time.
(Hint: Don’t expect a long tenure from someone
who hasn’t signed up for the retirement
program.)
39. Contracts Development
Professional sports
teams, with their outsize
expenditures on talent, have
been leading users of
analytics. To protect its
investments, the soccer
team AC Milan created its
own biomedical research
unit. Drawing on some
60,000 data points for each
player, the unit helps the
team gauge players’ health
and fitness and make
contract decisions.
41. Employee Engagement
Almost every company we’ve
studied says it values
employee engagement, but
some can precisely identify
the value of a 0.1% increase
in engagement among
employees at a particular
store. At Best Buy, for
example, that value is more
than $100,000 in the store’s
annual operating income.
42. Academic Records
Many companies favor job candidates with stellar
academic records from prestigious schools—but
AT&T and Google have established through
quantitative analysis that a demonstrated ability to
take initiative is a far better predictor of high
performance on the job.
45. Ketchum analyzed personal networks
to learn how easily information flowed
across teams.
Bloggers were more engaged and
satisfied than others and performed
about 10% better, on
average, Cognizant India
46. Bottom Line
There is nothing more powerful
for a business than ‘managing
tomorrow, today’ by properly
applying analytics to its human
capital
47. Is it Really an
Engineering
Problem?
The Engineer!
50. No, Not Really
Its Cultural……….
People usually measure what is easy for them to
measure, not what should be measured…
51. No, Not Really
Its Cultural……….
People usually measure what is easy for them to
measure, not what should be measured…
Create a Culture of Performance Measurement!
52. No, Not Really
Its Cultural……….
People usually measure what is easy for them to
measure, not what should be measured…
Create a Culture of Performance Measurement!
Then Improve your Framework
Maturity, Continuously!
54. “Forward-looking analytics that push well beyond
traditional metrics are the cornerstone of this
effort. But siloed systems, inconsistent data, and a
lack of benchmarks and tools have made this
increasingly difficult to achieve. To address this
problem and become more strategic, HR
professionals must get their arms around the
data, identify key performance indicators
(KPIs), settle on a technology approach, and infuse
the data into their organization.” - Forrester 2009
55. Example Framework
Six Uses of Talent Analytics
By Thomas Davenport
• Simple
• Value Driven
• Iterative
56. • Human Capital Facts
Analytics Maturity (& Complexity)
1
• Analytical HR
2
• Human Capital Investment Analysis
3
• Workforce Forecast
4
• Talent Vale Model
5
• Talent Supply Chain
6
58. • Human Capital Facts
1
Single Version of the Truth
Straightforward Facts
• Head Counts
• Contingent Labor Use
• Turnover Rate
• Termination Rate
• Average Cost Per Recruitment
• Engagement Rate etc
59. • Human Capital Facts
1
Single Version of the Truth
Straightforward Facts
• Head Counts
• Contingent Labor Use Pushing Factors:
• Turnover Rate • Creates Transparency
• Termination Rate • Determines Overall Measurement
• Average Cost Per Recruitment Criteria
• Engagement Rate etc • Employees and Corporate start aligning
their behaviors
Pulling Factors:
• Employees and Corporate start
‘Gaming’, i.e. show better scorecards
than behaviors
• Actions are not Deterministic.
• Requires Context to Devise Strategies.
61. • Analytical HR
2
Pinpoint Opportunities & Bottlenecks
Create Insights
• Determine whether Staff Turnover
intervention needs to be carried
out only in East Region or the
entire Organization.
• Determine which job description
need revamping of their contracts
to improve employee performance
• Determine the most common
reason for delays in the recruiting
process. etc
62. • Analytical HR
2
Pinpoint Opportunities & Bottlenecks
Create Insights
Pushing Factors:
• Determine whether Staff Turnover • Develop Insights
intervention needs to be carried • Drill Down and Roll Up
out only in East Region or the • Relate Individual data with Corporate
entire Organization. Processes and KPIs.
• Determine which job description • Cascade Performance
need revamping of their contracts • Put some context into Measurements.
to improve employee performance
• Determine the most common Pulling Factors:
reason for delays in the recruiting
process. etc • Usually Rear-view Mirror metrics
• Insights are still not Actionable.
• Gives too many alternatives to work
on, we need to focus on a defined
strategy
64. • Human Capital Investment Analysis
3
Devise Actionable Strategy
Determine Activities of Highest Impact
• Find correlation between different
factors, e.g. one company
identified employee satisfaction
highly correlated with unit
revenue, etc.
• Determine root-cause analysis to
understand dependent and
independent factors.
• Single out a selected few action
points to execute, the strategy
being that other factors will
eventually be improved as well.
65. • Human Capital Investment Analysis
3
Devise Actionable Strategy
Determine Activities of Highest Impact
• Find correlation between different Pushing Factors:
factors, e.g. one company • Focus on a scoped action plan
identified employee satisfaction
highly correlated with unit Pulling Factors:
revenue, etc. • Cannot determine risk on each action
• Determine root-cause analysis to point
understand dependent and • It’s a gamble
independent factors. • Need some predictive insights.
• Single out a selected few action
points to execute, the strategy
being that other factors will
eventually be improved as well.
67. • Workforce Forecast
4
Predict & Plan Outcomes
Forecast and Predict Possibilities
• From a Risk Management
perspectives, organizations need to
know how their future projections
of activities will be supported by
their staff availability and skill sets.
• Employee Churn Prediction (to
activate Retention Activities &
initiate preemptive recruiting to fill
future gaps)
• Scenario modeling to estimate
possible outcomes and conduct
planning.
68. • Workforce Forecast
4
Predict & Plan Outcomes
Forecast and Predict Possibilities
Pushing Factors:
• From a Risk Management • Predictive Insights
perspectives, organizations need to • Preemptive Planning
know how their future projections • Forecast Turnover, Conduct What-if
of activities will be supported by Scenarios for Succession Planning
their staff availability and skill sets. • Predict Potential Shortages or
Excesses of Key Capabilities
• Employee Churn Prediction (to
activate Retention Activities initiate Pulling Factors:
preemptive recruiting to fill future • Get an understanding on what might
gaps) happen, not the root cause of such
• Scenario modeling to estimate incidents.
possible outcomes and conduct • The question is Why will this
planning. happen, to have predictions
actionable.
70. • Talent Vale Model
5
Identify Causation
Develop Models for Reasoning
Calculate factors that imply the root
cause of employees staying at their
jobs, at performing well, at not
performing well indicating
misplacement or other reasons, etc.
By continuous trial and error, evolve
models of employee behavior to
conduct individualized performance
boosting activities.
Preemptive churn prevention by
creating environments of employee
well being.
71. • Talent Vale Model
5
Identify Causation
Develop Models for Reasoning
Pushing Factors:
Calculate factors that imply the root • Establish Causation.
cause of employees staying at their • Determine action plans for
jobs, at performing well, at not preemptive planning.
performing well indicating • Devise Personalized Incentives Model
• Determine Promotion Factors
misplacement or other reasons, etc.
• To Identify Root Cause of Low
Performing Employees and Devise
By continuous trial and error, evolve Plan to Improve their performance.
models of employee behavior to
conduct individualized performance Pulling Factors:
boosting activities. • Outcomes are not yet real
time, some actions are too late to
Preemptive churn prevention by have the desired impact.
creating environments of employee
well being.
73. • Talent Supply Chain
6
Becoming a Real Time Decision Engine
Tight Alignment with the Organization
• Just in Time
Manufacturing, Delivery, Servicing
requires at times a secondary
workforce to be used on order
spikes. This contingent workforce
needs to be processed and
engaged in real time considering
corporate risks to be covered, this
is done in real time to be practical.
• Resource planning is carried out in
real time allowing for all work
orders to be filled by employees.
74. • Talent Supply Chain
6
Becoming a Real Time Decision Engine
Tight Alignment with the Organization
Pushing Factors:
• HR becomes Strategic
• Timely Decisions
• Just in Time • Finely Grained Contracts and
Manufacturing, Delivery, Servicing Controls
requires at times a secondary • Daily Contingent Workforce leading
workforce to be used on order to optimal costing.
spikes. This contingent workforce • Resilience to uncertain environments
and sudden external events.
needs to be processed and
engaged in real time considering
Pulling Factors:
corporate risks to be covered, this • Hard to Achieve state
is done in real time to be practical. • Need to pass through the maturity
model to achieve this level.
• Resource planning is carried out in
real time allowing for all work
orders to be filled by employees.
76. Core HR systems strategies will focus on master
data, and that analytics will help HR become more
strategic.
Human Resource Management Report, Forrester Trends 2009
77. Thank You !
Atif Abdul-Rahman
www.knowledgeworks.wordpress.com
http://linkedin.com/in/atifabdulrahman
atifshaikh
78. References
• Competing on Talent Analytics – Tom Davenport et al
• http://hbr.org/2010/10/competing-on-talent-analytics/ar/1
• Employee Values = Shareholders Value – Lars Bjork
• http://blogs.hbr.org/cs/2011/10/employee_values_stakeholder_va.html
• Talent Analytics , Another BI research opportunity
• http://www.b-eye-network.com/view/15658
• HR Analytics becomes a MUST
http://www.forrester.com/rb/teleconference/hr_analytics_become_must/q/id/5327/t/1
• Trends 2009: Human Resource Management Report, Forrester
• The New HR Analytics: Predicting the Economic Value of Your Company's Human Capital
Investments by Jac Fitz-enz (Hardcover - May 26, 2010)
• The ROI of Human Capital: Measuring the Economic Value of Employee Performance by Jac
Fitz-enz (Hardcover - Feb 23, 2009)
• Competing on Analytics: The New Science of Winning by Thomas H. Davenport and Jeanne G.
Harris (Hardcover - Mar 6, 2007)
• The Five Dysfunctions of a Team: A Leadership Fable (J-B Lencioni Series) by Patrick Lencioni
(Hardcover - Apr 11, 2002)
• How to Measure Anything: Finding the Value of Intangibles in Business by Douglas W.
Hubbard (Hardcover - Apr 19, 2010)
• Pukh Theory – Farhad Karamally
80. Disclaimer
• All images are copyrights of their respective owners.
• All images from Dilbert are copyrights of Dilbert and
free content is used here for non-commercial use.
• All quotations and books mentioned are referenced in
slide 78.
Editor's Notes
There is one in nearly every company, called the HR Manager/Director.
Reality is, many believe that HR Managers/Directors don’t have a clue of what the organizational human capital ought to do and is capable of doing. On a personal level, it is very difficult to behave objectively and yet make a strong one to one relationship with employees.
Reality is, many believe that HR Managers/Directors don’t have a clue of what the organizational human capital ought to do and is capable of doing. On a personal level, it is very difficult to behave objectively and yet make a strong one to one relationship with employees.
Reality is, many believe that HR Managers/Directors don’t have a clue of what the organizational human capital ought to do and is capable of doing. On a personal level, it is very difficult to behave objectively and yet make a strong one to one relationship with employees.