This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
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.
Case Study: Building a Culture of Analytics in HR at MicronHuman Capital Media
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal.
Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance.
For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies.
Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.”
Long will share his team’s experience:
Developing global standards for workforce data.
Implementing a highly scalable solution for workforce analytics on demand.
Fostering a data-driven culture within HR.
Leveraging workforce analytics in HR processes, such as compensation reviews..
Speaker:
Tim Long - Director of Workforce Information Micron Technology INC.
As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
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.
A selection of slides from my presentation at the HR Metrics and Analytics for Strategic Decision Making 2017 conference, outlining my thoughts on capability, relationships, data and system needs
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
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.
Case Study: Building a Culture of Analytics in HR at MicronHuman Capital Media
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal.
Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance.
For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies.
Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.”
Long will share his team’s experience:
Developing global standards for workforce data.
Implementing a highly scalable solution for workforce analytics on demand.
Fostering a data-driven culture within HR.
Leveraging workforce analytics in HR processes, such as compensation reviews..
Speaker:
Tim Long - Director of Workforce Information Micron Technology INC.
As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
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.
A selection of slides from my presentation at the HR Metrics and Analytics for Strategic Decision Making 2017 conference, outlining my thoughts on capability, relationships, data and system needs
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.
The Datafication of HR: Graduating from Metrics to AnalyticsVisier
Datafication is a new term used to describe the process of turning an existing business into a “data business.” In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Learn the difference between metrics and analytics, as well as key analytics and their values in these core areas:
Recruiting Effectiveness
Performance
Talent Retention
Employee Movement
Total Rewards
The challenges in today’s business environment require new approaches to remain competitive in an ever-shrinking world of global competition. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
View the full webinar recording here:
http://www.visier.com/lp/the-datafication-of-hr-graduating-from-metrics-to-analytics/
Download the companion white paper here:
http://www.visier.com/lp/wp-datafication-of-hr/
Presentation by Chandrasekhar AB at Kshitij 2014 on 17 Aug 2014.
XIMAHR - The HR Association of XIMB organised national level HR summit on the topic: "HR Analytics - The Next Frontier for Workplace Transformation".Eminent speakers and industry experts took part in this discussion.”
The panel consisted of:
1.Ms.Subhashini Acharya, Senior Manager- OD,SABMILLER INDIA LMT
2.Mr.Ravendra Mishra, Head-Human Capital, Garware Wall Ropes
3.Mr.Badrinath AD, Senior Manager, Human Resources,Wipro BPO
4.Mr.Chandrashekhar AB,Assistant Vice President, Human Resources, EXL Service
The speakers talked about the evolving role of an HR from a Caretaker to a Partner to becoming the Thought Leader. They explained about Elton Mayo’s Hawthorne Experiments and how HR has been evolving Data Solutions by years. They also discussed how People Dimension affects Business Goals.
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
Copy of a presentation delivered at the 3rd HR Analytics, Metrics and Measurement Conference, sharing some of the key lessons, tips and mistakes I have learned during two decades managing Human Resources, Workforce Planning and HR Analytics programs.
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 Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
Hr analytics, insights and implementation forum apac 2016Jayesh Menon
How to break resistance, and get HR to embrace meaningful data analytics. Removing the phobia of data and making HR business partners true champions of translating data into insights. How visualizations help in storytelling.
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions.
It is increasingly difficult for leaders to earn respect, trust and loyalty if they do not bring results. The focus has to return to good management, results and responsibility. Evidence-based HR provides HR with the means to build credibility & capability.
Diving into the space of HR automation and understanding the role of Analytics and Bots in prioritizing and streamlining HR functions with efficiency to the uplift and upkeep the Business Profitability as a whole.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
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.
The Datafication of HR: Graduating from Metrics to AnalyticsVisier
Datafication is a new term used to describe the process of turning an existing business into a “data business.” In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Learn the difference between metrics and analytics, as well as key analytics and their values in these core areas:
Recruiting Effectiveness
Performance
Talent Retention
Employee Movement
Total Rewards
The challenges in today’s business environment require new approaches to remain competitive in an ever-shrinking world of global competition. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
View the full webinar recording here:
http://www.visier.com/lp/the-datafication-of-hr-graduating-from-metrics-to-analytics/
Download the companion white paper here:
http://www.visier.com/lp/wp-datafication-of-hr/
Presentation by Chandrasekhar AB at Kshitij 2014 on 17 Aug 2014.
XIMAHR - The HR Association of XIMB organised national level HR summit on the topic: "HR Analytics - The Next Frontier for Workplace Transformation".Eminent speakers and industry experts took part in this discussion.”
The panel consisted of:
1.Ms.Subhashini Acharya, Senior Manager- OD,SABMILLER INDIA LMT
2.Mr.Ravendra Mishra, Head-Human Capital, Garware Wall Ropes
3.Mr.Badrinath AD, Senior Manager, Human Resources,Wipro BPO
4.Mr.Chandrashekhar AB,Assistant Vice President, Human Resources, EXL Service
The speakers talked about the evolving role of an HR from a Caretaker to a Partner to becoming the Thought Leader. They explained about Elton Mayo’s Hawthorne Experiments and how HR has been evolving Data Solutions by years. They also discussed how People Dimension affects Business Goals.
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
HR Analytics: New approaches, higher returns on human capital investmentShanmukha S. Potti
As global economic and political conditions continue to concern business leaders, their attention turns to the various levers that can foster success in uncertain times by looking for competitive insights to the massive data they can now capture. But to date, HR departments have lagged behind the efforts of Marketing, IT, CRM and other functions. The purpose of this paper is to show how business function leaders can start mining data to measure and improve HR's contributions to business performance.
Copy of a presentation delivered at the 3rd HR Analytics, Metrics and Measurement Conference, sharing some of the key lessons, tips and mistakes I have learned during two decades managing Human Resources, Workforce Planning and HR Analytics programs.
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 Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
Hr analytics, insights and implementation forum apac 2016Jayesh Menon
How to break resistance, and get HR to embrace meaningful data analytics. Removing the phobia of data and making HR business partners true champions of translating data into insights. How visualizations help in storytelling.
An important role of HR analytics is to provide access to critical data and insights about the workforce which can be then analysed for making better decisions.
It is increasingly difficult for leaders to earn respect, trust and loyalty if they do not bring results. The focus has to return to good management, results and responsibility. Evidence-based HR provides HR with the means to build credibility & capability.
Diving into the space of HR automation and understanding the role of Analytics and Bots in prioritizing and streamlining HR functions with efficiency to the uplift and upkeep the Business Profitability as a whole.
In a global survey of 375 executives, The Economist Intelligence Unit explores how early adopters are using evidence to show connections between HR and business KPIs and opening doors to new processes and people strategies that impact the bottom line of the organisation.
HR Analytics is the collection and application of talent data to improve critical talent and business outcomes. it helps leaders with essential data to improve function and employee experience.
Jeff Higgins: Workforce Planning in the age of The Great ResignationEdunomica
Jeff Higgins: Workforce Planning in the age of The Great Resignation
People Analytics Conference
Website - https://pacamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/pacamporg
Workforce Insight And Change Making Comms V4 AaAladam
These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!
HR Sonar: identificeren, analyseren en uitvoeren van strategische HR-projecten. Met HR Sonar krijgt u inzicht in de HR-competenties van uw eigen organisatie. Meer info: http://www.usgprofessionals.be/hr/ehrsonar
Power BI HR Analytics Dashboard: Simplify HR ProcessesKavika Roy
Data analytics for HR helps streamline the human resource processes within the organization. The Power BI dashboard is commonly used to derive actionable insights to improve employee performance and retention rates. Let’s read more about the importance of HR analytics in an enterprise.
Benchmarks und Dashboards sind nicht ausreichend, um einen kontinuierlichen Verbesserungs- und Optimierungsprozess zu institutionalisieren. Mittels statistischer Verfahren, wie Cluster- und Regressionsanalysen, werden Kausalmodelle aufgebaut und prognostizierende Analysen erstellt. Diese Präsentation geht auf Herausforderungen, Handlungsempfehlungen und Stolperfallen beim Aufbau von (HR) Analytics ein. Die Einbindung der sog. externen Evidenz, die Identifikation von Leading Indicators (Frühwarnindikatoren, steuerungsrelevanter Kennzahlen) und die Erstellung der Measurement Map sind nur drei Bestandteile des von uns entwickelten Vorgehens bei der Durchführung einer (HR) Analytics Initiative entlang von Reifegraden (Analytics Maturity).
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.
In the fast-changing world of corporate recruiting, it’s important to be aware of and prepared for the problems and opportunities that you will soon face. In short, because it’s “better to be prepared than surprised”, both recruiting and hiring managers must find a way to be “proactive” in planning for these upcoming events, rather than being “reactive”. The most effective way to identify trends and to predict upcoming recruiting issues is through the use of analytics and predictive metrics This advanced webinar will be led by long time ERE.net author and global metrics expert Dr. John Sullivan. He will guide you through the goals, the action steps and the best emerging corporate practices in predictive recruiting metrics.
The Datafication of HR in 2016: Graduating From Metrics to AnalyticsHuman Capital Media
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business adviser and author Ram Charan, and Bersin Insights’ “Will HR Lose the Battle Over Analytics,” written by industry analyst Karen O’Leonard, 2016 represents a pivotal year for human resources.
The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market. As a result, the workforce is becoming an increasingly core strategic consideration to businesses. Yet the most commonly monitored workforce metrics do very little to deliver true insight into workforce topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Join expert Dave Weisbeck as he discusses how HR can play a more critical role driving business performance than ever before. In this informative webinar, Weisbeck will discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.
In this session, participants will learn:
Trends shaping the datafication of HR, including the case for and against splitting HR.
How HR can climb the workforce intelligence maturity curve, defining key terms and concepts.
The future of HR as a strategic advisor, with examples of how to graduate from metrics to analytics in: Recruiting effectiveness, Performance management, Talent retention, Comp and benefits, and Workforce costs
Common pitfalls to avoid.
Similar to Hr Analytics Introduction Hr Analytics Summit Luk Smeyers 1.1 (20)
Ulrich Congres_iNostix_Smeyers_24 Aug 2010_slides_summary 3.0 ShortLuk Smeyers
These are the slides (in Dutch) of the Dave Ulrich congress in the Netherlands on August 24th 2010. Slides from HR Transformation presentation of Luk Smeyers, iNostix.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
2. POWERFUL WORKFORCE ANALYTICS
HR
Analy)cs
defini)e
Systema)sch
iden)ficeren
van
de
BUSINESS
IMPACT
van
investeringen
in
Human
Capital
1.
1.
HR
Data/
Metrics
2.
Research
Data
3.
Business
Data
2.
Combineren
van
onaJankelijke
datasets
d.m.v.
Business
Intelligence
technieken
Analyse
met
behulp
van
geavanceerde
Sta)s)sche
Analyses
&
Predic)eve
modellen
B.I.
STAT
3.
3. POWERFUL WORKFORCE ANALYTICS
Voorbeelden
van
HR
Analy)cs…
Sales
Manager
Training
Produkt-‐Salesorganisa)e
Omzet
Sales
Manager
Kwaliteit
Klanten-‐
tevredenheid
Bizz
Impact
Bizz
Impact
Stress-‐
niveau
Produk)e-‐en)teit
Arbeids-‐
ongevallen
ShiU-‐
Supervisor
training
Machine
Down)me
Produc)viteit
Bizz
Impact
Bizz
Impact
Werknemers-‐
engagement
Supermarktketen
Klanten-‐
tevredenheid
Filiaalhouders-‐
kwaliteit
Omzet
Per
filiaal
Klanten-‐
loyauteit
Gemiddelde
besteding
Per
filiaal
Bizz
Impact
Bizz
Impact
Intrinsieke
mo)va)e
Catering-‐divisie
in
Pretpark
Medewerker-‐
reten)e
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aan
kassa
Bizz
Impact
4. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
5. POWERFUL WORKFORCE ANALYTICS
Prof.
Richard
Bea/y**
(Rutgers
University,
HR
faculty,
New
Jersey)
Don’t
trust
HR!
Most
of
the
HR
professionals
are
ill-‐equipped
to
provide
analy:cs
that
are
useful
in
making
human
capital
decisions
that
build
economic
value.
A
lot
of
the
HR
work
has
no
relevance
to
an
organiza:on’s
success!”
**
Speaking
at
a
2009
top
CFO
summit
6. POWERFUL WORKFORCE ANALYTICS
Boston
Consul)ng
Group
Top
5
conclusion
“Business volatility and uncertainty
increase the need for companies
to rely on advanced analytics, scenario
simulations, and other sophisticated
workforce-planning levers.”
h/p://www.bcg.com/documents/file61338.pdf
Strengthen
HR:
“Developing capabilities for HR to
partner with the business lays out a road
map for HR professionals to develop new
analytical skills and expert knowledge.”
7. POWERFUL WORKFORCE ANALYTICS
‘HiYng
the
wall
in
HR’*
Toegevoegde
Waarde
van
HR
Graad
van
HR
‘Intelligence’
Benchmarks
Ken-‐
en
stuurgetallen
Scorecards
BUSINESS
IMPACT
(*)
John
Boudreau,
Harvard
Business
School,
2007
Het
verbinden
van
HR
me)ngen
en
effec)viteit
van
de
organisa)e
HR
Surveys
8. POWERFUL WORKFORCE ANALYTICS
What
happened?
Repor)ng
&
Metrics
•
Why
is
it
happening?
•
What
is
the
impact?
HR
Analy)cs
What
will
happen
next?
Predic)ve
Modelling
Graad
van
HR
‘Intelligence’
Toegevoegde
waarde
van
HR
Focus:
•
Verleden
•
Transac)oneel
Focus:
•
Toekomst
•
Voorspellend
‘HiYng
the
wall
in
HR’
10. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
11. POWERFUL WORKFORCE ANALYTICS
Lazlo
Bock
Chief
HR
at
Google
“.
”
Google
als
inspira)ebron:
Sejy
Prasad
Director
of
People
Analy)cs
Google
“We want to use data and analytics information
to make sure that we are designing the processes
in the best way possible. We take analytics very
seriously both on the business side as well as on
the people side.”
“1/3 of the HR staff globally is hired specifically for their
analytical skills. They may have a Ph.D. in statistics or
organizational psychology or a master’s in chemistry or
physics. They build an underlying quality into what we are
doing by constantly testing our ideas and practices.
Analytics measure the ROI for everything we do.”
12. POWERFUL WORKFORCE ANALYTICS
Prof.
Ed
Lawler
Director
of
the
Center
for
EffecSve
OrganizaSons
at
the
University
of
Southern
California
“Google is one of a few companies that are early in
taking a more quantitative approach to personnel
decisions.
They are clearly ahead of the curve, but a lot of
companies are waking up to the fact that there is a
lot of modeling that can provide you with critical
data on human capital.”
Google
als
inspira)ebron
13. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
16. POWERFUL WORKFORCE ANALYTICS
Tom
Davenport
‘Compe)ng
on
Analy)cs’:
top
10
HBR-‐boek
in
USA
(2009)
Harvard
Business
Review
(okt.
2010)
voor
het
eerst
over
‘Talent
Analy)cs’!
17. POWERFUL WORKFORCE ANALYTICS
Fitz-‐Enz:
Predic)ve
Modeling
‘Leading
Indicators’1
1Research
domains
with
important
opportuniSes
for
PredicSve
Modeling
(Jac
Fitz-‐enz,
Human
Capital
Source,
June
2009)
19. POWERFUL WORKFORCE ANALYTICS
Inhoud
1. Defini)e
HR
Analy)cs
2. HiYng
the
wall
in
HR
3. Google
als
inspira)ebron
4. Niet
te
stoppen
trend
5. Sleutels
tot
succes
6. De
grote
uitdaging:
HR
mindset
20. POWERFUL WORKFORCE ANALYTICS
5
sleutels
tot
succes
1.
Focus
op
sleutelprocessen
2.
HR
analy)sche
&
technische
competen)es
3.
Basis:
‘Employee
Lifecycle’
4.
Introduc)e
van
HR
research
5.
‘Merged
datasets’
door
Business
Intelligence
21. POWERFUL WORKFORCE ANALYTICS
De
grote
uitdaging:
HR
mindset
John
Boudreau:
University
of
Southern
California
“The future of human capital analytics
lies more in the MINDS
of the HR leaders than in
human capital analysis systems.”