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.
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
How to create more impact with People AnalyticsDavid Green
Slides from my presentation at UNLEASH in London on 20 March 2019.
The session brief is below:
People analytics offers tremendous potential to companies to support business strategy, improve productivity and performance, and personalise and enhance the employee experience.
In this session, I will present the key trends in people analytics, its role in helping to shape the future of work and provide examples of how organisations are using people analytics to create impact that drives business performance and a better workforce experience.
I will also outline the Nine Dimensions for Excellence in People Analytics model he created together with Jonathan Ferrar to help delegates understand how they can improve the impact, value and focus of their people analytics programs – whichever stage of the journey they are on.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
How to create more impact with People AnalyticsDavid Green
Slides from my presentation at UNLEASH in London on 20 March 2019.
The session brief is below:
People analytics offers tremendous potential to companies to support business strategy, improve productivity and performance, and personalise and enhance the employee experience.
In this session, I will present the key trends in people analytics, its role in helping to shape the future of work and provide examples of how organisations are using people analytics to create impact that drives business performance and a better workforce experience.
I will also outline the Nine Dimensions for Excellence in People Analytics model he created together with Jonathan Ferrar to help delegates understand how they can improve the impact, value and focus of their people analytics programs – whichever stage of the journey they are on.
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
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
What is People Analytics - PPT | SplashHRSwati Gupta
People Analytics is a process in which the company’s data is transformed into insights. People analytics, also known as HR or talent analytics, uses analysis to help decision-makers interpret business and people data to improve the impact on business goal – and assess human resources initiatives’ effectiveness.
"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
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.
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/
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?
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.
* 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.
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
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
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Bersin by Deloitte - Demystifying Big DataNetDimensions
- How to start with the data you already have
- How data integration is essential to analytics
- How to move from transactional metrics to business metrics
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
What is People Analytics - PPT | SplashHRSwati Gupta
People Analytics is a process in which the company’s data is transformed into insights. People analytics, also known as HR or talent analytics, uses analysis to help decision-makers interpret business and people data to improve the impact on business goal – and assess human resources initiatives’ effectiveness.
"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
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.
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/
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?
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.
* 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.
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
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
HR Transformation-The Digitization Impact: The Future is NowManish Mohan Misra
Business Environment is massively impacted by VUCA, Technology & New workforce. New business models are fast emerging and are totally different from the current ones. The new dynamics will require HR to undergo a metamorphosis in order to deliver value. The Future of HR is NOW.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Bersin by Deloitte - Demystifying Big DataNetDimensions
- How to start with the data you already have
- How data integration is essential to analytics
- How to move from transactional metrics to business metrics
how to successfully implement a data analytics solution.pdfbasilmph
The adoption of data analytics in business has demonstrated a transformative power in modern entrepreneurship. By analyzing vast reservoirs of data, businesses can make informed decisions, optimize operations and predict trends, thus fueling growth.
Enabling Success With Big Data - Driven Talent AcquisitionDavid Bernstein
Adopting an evidence-based recruitment marketing strategy is not just reserved for large employers. In fact, a targeted sourcing strategy can in some ways have a greater impact on small and mid-size businesses who need to allocate already-limited resources to the areas that will provide the most value. Ultimately, hiring the right candidate means profitability for your business. How can talent acquisition professionals gain the insights their organizations need to make better-informed decisions about their recruitment marketing efforts?
Data Integrity: From speed dating to lifelong partnershipPrecisely
Governance has little to do with governance…it’s about delivering and demonstrating value. It’s one thing for your colleagues to intellectually believe in the value of data, good data, and governed data, but it’s another thing entirely to have them emotionally engaged and excited to be involved. In this presentation from the CDO Sit-Down series, Shaun Connolly, Vice President of International Strategic Services, shares his thoughts and experience on approaches to win over reluctant leaders and business teams and describe the key components of successful programs.
Validating and Promoting HR Strategies with Data and AnalyticsMark Lawrence
CIPD HRBP Conference Address, November 2014 (London)
Disclaimer: Mark Lawrence is no longer an employee of IBM. This content was presented with permission, to the CIPD community; although IBM materials feature in this presentation, the views and opinions reflected belong to Mark Lawrence. To avoid compromising confidentiality, details relating to use cases have been removed; remaining material should be publicly available (references are included).
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.
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
At Axtria, we provide world-class training, support and growth prospects - all crafter to build on your unique skills and outline your success. You will be in a highly collaborative culture among a bunch of the most talented and visionary folks in the industry.
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!
Many companies are facing the next major ERP upgrade to SAP S/4HANA. But with limited experience and knowledge in this area, few are daring to make the move. How do you get started on the journey to SAP S/4HANA?
Led by VP of Product Supply at FUJIFILM Diosynth Biotechnologies (FDB) Christian Houborg and one of Implement’s leading SAP experts Anders Nørtved, this short webinar will give you unique access and knowledge on how to execute a successful SAP S/4HANA project. Based on learnings and takeaways from our work with FDB, we will be sharing project approaches, tools, challenges, learnings and success stories.
In reaction to the current climate, many organisations have pushed pause on workplace learning programmes. But in reality, we cannot afford to put capability building on hold. Businesses are facing company-wide transformations or at a very minimum, re-skilling at business unit level in order to rebound and thrive in ever-changing markets.
Research shows that companies with effective capability-building programmes as an integral part of business transformation projects have higher rates of success than companies without. So how do you equip your marketing, sales and product management teams to maximise their commercial capabilities for a sustainable competitive advantage?
A turnaround is a massive short-term performance improvement in a constrained situation, but many, if not most, business turnarounds fail. There is no magic formula for success, however a solid understanding of your situation and core challenges, i.e. having a clear diagnostic of the situation, has proven to increase the likelihood of success. In other words, you can only fix a problem if you fully acknowledge it and understand the root cause.
Join our short webinar and learn how to recognise the early symptoms of a turnaround situation and how to perform fact-based diagnostics which can dramatically increase your turnaround success rate.
The VUCA world has moved to an entirely new level due to COVID-19, and we have seen first-hand how fragile our supply chains can be. We are already seeing changes in global supply chains and market regulations. But the availability and reliability of product deliveries will become much more demanding, not only to accommodate for daily volatility in businesses but also to make sure that we are prepared for the unknown in the future.
In this short webinar, we will discuss how to design resilient supply chains. We will be touching on topics such as alternative sourcing strategies, how to ensure faster decision-making and how to redesign supply chains to be both efficient and resilient.
Downsizing is a defining moment for any leadership team. It shows the true colours of your organisation’s culture and values, and the stakes are high when balancing progression with regression. When navigating the unknown, layoffs and cost-cutting may be necessary for your survival, but it might not be perceived this way by your organisation.
In this webinar, we will share our perspectives on how to plan and communicate layoffs in a challenging situation without compromising on the morale of your employees. We believe the keywords here are compassion, rational reasoning and transparency. We will elaborate on how to maintain creditability, avoid feelings of alienation within your organisation and increase understanding amongst employees.
The COVID-19 crisis has put us all to the test as we are forced to find new ways of working. A new situation for many, it has created a lot of uncertainty and mixed feelings, which can influence employees’ motivation, productivity and engagement – both positively and negatively.
Communicating a clear direction and purpose is the prerequisite for success as we enter a new normal. And the opportunity for businesses to make a lasting mark and create real impact with communication is greater than ever before.
Converting physical process automation projects into a virtual setting that achieve the same or better effect requires more than the latest teleconferencing solution. Automation professionals need to rethink their approach and apply new ways of working to maintain momentum and transparency in their projects.
Although the virtual approach is already an integrated part of most automation projects, what differentiates the leaders from the rest is their ability to apply digital enablers in a way that ensures efficient project management and execution of tasks remotely. This short virtual session will provide insights and concrete tools for moving process automation projects into a virtual setting and designing virtual process assessment workshops.
The COVID-19 pandemic has created a new normal in retail. Social distancing and lockdowns have changed retail consumer dynamics and behaviour dramatically – which calls for an equally dramatic change of our business model to stay relevant.
In this webinar, Implement and ustwo will be joined by Kenneth Nørgaard, CEO of BabySam, when we dive into what a winning retail consumer experience post COVID-19 will consist of. We will share observations and cases that will guide our projections for the new normal of retail.
E-auctions outcompete traditional ways of sourcing in both impact and efficiency and have a huge savings potential, when applied in the right category and under the right conditions. Today, we have the technology to handle all spend categories, both direct and indirect. But it isn’t about what you source – it’s about designing the right e-auction strategy based on the internal and external characteristics of the category.
Join this live webinar for an understanding of how you can get started with e-auctions, whether you’re looking for a one-off sourcing effort or embarking on a longer digitalisation journey of your procurement organisation. You will also receive a category selection framework that can assist you in choosing the right categories to e-auction in your organisation.
The question facing companies and organisations is no longer whether to take climate action, but rather how and where to begin. It all starts with understanding your carbon footprint, but many companies are struggling to navigate through the terminology of carbon emissions as well as the different frameworks and methodologies available.
This bite-sized webinar will provide you with a solid foundation for measuring your organisation’s carbon footprint, as well as an understanding of how this can help you take action and engage with your customers and suppliers.
More and more sales are moving from physical shops to online stores. A trend that was already on the rise, the COVID-19 pandemic has accelerated the digitalisation process. Now, many retailers need to create clear online retail strategies that also address the issue of price transparency
In this webinar, we will share our methodology for designing sustainable price and promotion strategies and provide some tangible actions to help you assess your current strategy.
The COVID-19 pandemic has made healthcare radically more digital. To reduce infection risks, many healthcare services that previously required co-location have rapidly moved online. The Chinese government transitioned 50% of their healthcare tasks online during the epidemic. The UK’s National Health Service (NHS) selected eleven suppliers to provide video consultations for primary care after a 48-hour tender. Dramatic changes to healthcare regulation and delivery that normally take years are unfolding in mere days.
Smart digital solutions for home and telecare can improve the reach and effectiveness of modern healthcare systems and reduce cost. They may also widen the digital divide and overburden patients and clinicians.
In this webinar, Implement and ustwo will explore how a patient-centric approach to digital healthcare can go beyond triage and improve outcomes and efficiency.
Market conditions, demand and decision criteria are rapidly changing, as customer mindsets shift, and they become increasingly focused on suppliers’ capabilities and social responsibility. At the same time, companies are facing significant growth targets with very limited resources.
In the dilemma of anticipating fundamental shifts in demand and reaching short-term business growth targets, we believe the solution lies in assessing and developing your core value propositions. This webinar will provide you with insights on adapting value propositions to fast-changing markets and customer needs and help you consider whether your value propositions still resonate with current and future customers.
To help us make this On Point session as relevant as possible to your current situation, please spend a few minutes answering this short survey.
The ability to manage our energy and engagement is essential to handling and thriving on the challenges we face as individuals and organisations, and it’s more important than ever before. Personal energy management is about having an awareness of our physical, emotional, mental and spiritual energy that enables us to conduct our day-to-day activities and tasks. A solid understanding of how to cultivate and manage personal energy is the key not only to our individual well-being and success but also to engagement in organisations.
This webinar will provide you with a thorough understanding of personal energy management and how to utilise techniques to better handle the energy and engagement in your daily life for the benefit of yourself and your organisation.
With benefits such as employee loyalty, job satisfaction and higher productivity, many believe that a distinct corporate culture is the key to the success of any business. For many organisations, their desired culture is defined by articulating a purpose, vision and values. However, research shows that only one in four employees strongly believe in their company’s values, and less than half know what their employer stands for.
This short webinar will provide insight on using communication to cultivate a distinct corporate culture, as well as tools and concrete action points that will instill a sense of belonging among employees, helping to boost job satisfaction, productivity and engagement in your organisation.
Daring to be authentic and vulnerable is a prerequisite for creating psychological safety. And now is a golden opportunity for all of us to show that we are fallible and accelerate the creation of a culture where we dare to speak up and can fail without fear of being punished or belittled.
This webinar will provide you with insights on what psychological safety is, the benefits of a psychologically safe workplace, why it can be difficult to create and how you can foster it.
Balancing efficiency and innovation is one of the key challenges that executives, strategists and portfolio managers face, especially in tough times. While these two pressures are seemingly opposing, it’s all a question of finding a sense of balance in your product and brand portfolio. In other words, how do you ensure you are reacting to shifts in customer behaviour while combining a growth and innovation mindset with efficiency or prudence?
In this short webinar, we will provide advice on navigating the dilemma of portfolio management as well as guidance on making clear choices about the brands and products you need and feed. We’ll be diving into how to optimise resources, sharpen positionings and capitalise on opportunities to ensure growth.
Liquidity is essential in any situation with high uncertainty. The challenges of ensuring adequate liquidity to keep a retail business running demand different ways of working and thinking from the everyday.
In this short webinar, we will look at activities that can help you quickly assess the cash and cost saving potential in your retail business, before exploring how to prioritise long and short term impact levers, while keeping in mind that retailers need to stay relevant to customers during times of crisis.
We will include insights and inspiration from actual retail cases – and we will discuss specific initiatives that can safeguard your liquidity.
This is the second of two webinars on how to safeguard liquidity in retail. This session will focus on cash.
Market conditions are changing fast, while the demand for profitable growth is higher than ever. As markets change by the day, the winners of tomorrow are companies who dare to focus on growth by making choices based on a number of possible and plausible scenarios.
In this webinar, we will share our perspectives on how to best respond to changing markets and identify relevant growth pockets. We will elaborate on how to identify, verify and select relevant scenarios, define growth options and start taking action.
Aftermarket accounts for a quarter of total revenues for manufacturing businesses, but between 40% and 80% of total profits. Today, the average manufacturer only captures 25% of its customers’ total service spending because aftermarket is not part of most companies’ commercial operating model and the supply chain is not set up to handle the major differences between original equipment sales and service sales.
Join us in this On Point webinar to hear more about how you can make aftermarket the centre of your growth strategy and improve your supply chain even in times of crisis. You will also get access to a benchmarking tool that measures the maturity of your aftermarket sales in your organisation.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
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.
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.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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.
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.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...
Hr and People analytics
1. SEPTEMBER 2016
HR and People analytics
How to ensure impact and derive value from people insights
2. From analytics to Change with Impact
DATA MEANING BEHAVIOUR IMPACT
The issue in a nutshell
3. 3
Why is HR and People analytics important?
Is HR able and ready to deliver the business benefits?
INGOING DRIVERS
HR’s CHALLENGE
Technology drive
and Big Data
» Data amounts are growing
enormously
» Speed of change to HR data
and surveys
» Technology offers solutions
Agile business-
handling of complexity
» Data insights are a cross-
functional innovation enabler
» Data analytics linked to new
flexible organisational models
» The new business wave like
Lean and outsourcing
HR’s needs/interest
in changing focus
» Value of data, numbers and
technology
» HR analytics and tracking of
metrics
» HR’s lack of trust in the
business
HR’s capability
challenge
» Build skills, competences and
organisation
» Trust can be built from data
forming cultural meaning,
transparency and thereby
structure to free dataflow
» Ability to execute
4. 4
Key elements
People Analytics framework
Overview of our suggested approach and process
Inputs and Impact measurements
Change journey with impact
» Building organisational capabilities – centrally and linkage to local context as a connected network
» Priority of analytics, mindset and trust in data
» Changing human behaviour requires involvement and meaning of HR data created in teams and individuals
Vision and purpose
» Impact map, business
drivers and ingoing
hypothesis
» Ensure business
ownership
» Set focus and plan
journey
Data management
» The right KPIs
» Data quality in focus
» Ongoing data
ownership and drive
integral to impactful
analytics
HR analytics tools
» Data capturing
systems and tools
» Reporting, analytics
and planning tools
» Embed in processes
Analytical capabilities
» Statistical and
analytical skills
» Hypothesis and
causality logic
» Mastering of analytics
tools
Engage the business
» Engage network and
build scenarios
» Create transparency
and understand
business impact
» Learn, adjust and
continuous effort
HR and
talent KPIs Organisation,
network and
culture
Key business
data (sales,
customers) Growth,
speed and
earnings
External data
(recruitment,
comparisons)
Individual and
mood
measurements
5. 5
Vision and purpose
Essential for driving impact through People analytics
PEOPLE ANALYTICS
» Clear business drive and anchoring
» HR data linked to business context
» Focus and hypothesis-driven
IMPACT CASE
PEOPLE ANALYTICS
VALUE PROPOSITION
6. 6
Data governance and ownership
But do the business (and top management) really bother?
DATA FOCUS
Data administrators care about data – HR and business executives do not. It has been this way for a long time, but the increased focus on analytics
and compliance creates momentum for changing this, if HR is able to tell the story and execute.
DATA QUALITY
» Most organisations still have
several system of records for
various HR data contributing to
inconsistencies
» HR must foster basic business
ownership of HR as “our data” and
manage a number of iterative steps
(definitions, collection, cleaning)
DATA MANAGEMENT AND DATA ANALYTICS
» The quality and trust in analytics is dependent on the data foundation and quality
» The ability to drive and maintain high data quality interdependent on its usage and accessibility to the
business
Deployment
and feedback
Evaluation
Data analytics
approach
Business
understanding
Modelling
Data
preparation
Data
ownership
Data
requirements
Data
definitions
Data
collection
Data cleaning
DATA COMPLIANCE
» HR data contains sensitive data
and your analytics approach must
build trust in how the data is used
» EU regulation and work councils
place strong demands on
organisations and their
management to ensure data
compliance ownership
» HR should use this focus and
deliver on the promises in the
delivery of HR analytics
Data management
Data analytics
7. 7
HR and analytics tools
Technology is rapidly changing the game
HR-FOCUSED TOOLS
» Analytics are embedded in integrated cloud HR solutions and are, in
some cases, built into processes
» Built-in functionality ranges from simple reporting over strategic
insights to predictive analytics and planning functionality
» Basics are most often plug-and-play and included in paid fee
» Advanced capabilities only for top-tier vendors and typically with
some cost and potential extra effort
ANALYTICS-FOCUSED TOOLS
» In-memory database technology with predictive and even prescriptive
machine learning capabilities
» Best tools are user-friendly, visual, mobile and collaborative
– designed for business users, not (only) specialists
» High cost and complexity of handling the preferred tools of the
company
» No tool for all purposes, but great promises in fast technology
innovations
Analytics data
functions
Usability and
accessibility
Integration and
platform
Collaboration and
broadcasting
HR specifics Vendor
HR core applications
» Operational/transactional
metrics and reports
» Standardised
» Self-service options
» Application-specific data
Workforce analytics
» Purpose-built for
workforce analytics
» Short implementation
» Possibly skip data
warehouse
» Designed for HR and the
business
Business intelligence
» Expensive and lengthy to
implement and update
» IT expertise, data
warehouse, complexity
» Designed for technical
user rather than business
user
Explorative analytics
» SaaS, often a costly fee,
easy implementation
» General tools designed for
business users
» Some data extraction and
transformation effort
» Exploration and
capabilities
HRtools
Analytics tools
EVALUATION CRITERIA
Evaluating what fits your purpose and organisation based on:
8. 8
KEY ROLES
Building analytical capabilities in HR
… is the key to sustainable value
Buy-and-borrow strategies are great ways of accelerating skills and competencies, but only in the short term.
Evidence argue that long-term value comes from committing to analytics (build):
SUCCESSFUL
STRATEGIES
1. Giving preference
to people with
analytical skills
when hiring and
promoting.
2. Developing
analytical skills
through formal
and on-the-job
training.
3. Integrating new
talent with more
traditional data
workers (buddy,
mentoring…).
Data engineer
Breaking data leaks, creating linkages
Data scientist
Mathematicians, data modelling
Business translators
Business understanding and impact
9. 9
Engage the business
Organise and make the interaction for local use of People insights
KEY ELEMENTS
Communicate value proposition of
People analytics and apply and
adapt to local context
Analytics team
» Central HR drive of
analytics effort
» Statistical, analytical, HR
and communication skills
required
Train and educate managers
» Basic analytics language
» Tools and usage
» Local adoption
HRBP
» Understand the business
and cultural prerequisites
» Lift HRBP’s capabilities
and build trust
Analytics team
HRBP
Managers
10. 10
How to get from the right diagnose to business impact
We recommend using a simple diagnostics tool to assess where your organisation is on the analytics journey, and then identify the key business
challenges where HR insights can improve decision-making.
DIAGNOSTICS TOOL
One tool is offered by CBS HCA Group focusing on identifying your
company’s strengths and weaknesses.
http://cssl.cbs.dk/hcaprofile/HCABenchMarking.aspx
IMPACTFUL IMPLEMENTATION
Implement Consulting Group can help set the right focus and approach
for your company’s People analytics.
11. Managing the change in the interaction
between technology and people
is the key to success with HR analytics.
12. 12
From data to sustainable impact and value
What are the three most critical levers to
consider when transforming data into impact
in your organisation?
THE BIG PICTURE OF HR ANALYTICS’ VALUE GENERATION SOMETHING TO CONSIDER
IMPACT CASE
DATA VALUE
PROPOSITION
?
_________________________
_________________________
_________________________
Try to build on those levers when qualifying
the desired impact and behavioural change in
your own People analytics impact case!
13. 13
The project aims to improve performance in <business impact> and
build the organisation’s capability and practices in <key behaviour>
IMPACT CASE SUCCESS CRITERIA
<The top-level impact case
of the initiative is often
related directly to increasing
growth or profitability or
reducing costs.
State the project’s success
criteria in this perspective .
(You may also add a
statement such as ”Specific
success criteria and
measurements for the
project will be defined during
the initial work”.)>
PROJECT VISION
<State the overall project vision>
• <State the ultimate impact targeted>
• …
<State desired impacts on relevant dimensions, e.g.:
• Customer performance
• Financial performance
• Process performance
• Compliance with external requirements
• Intangibles and other benefits>
<State the desired impacts along relevant dimensions, e.g.:
• Behaviours, such as specific practices applied
• Organisational capabilities demonstrated
• Technological capabilities demonstrated
• Competence, knowledge and abilities of employees>
<Behaviour impact 3>
<Behaviour
impact 1>
<Behaviour
impact 2>
<Business
impact A>
<Business
impact C>
<Overall impact>
<Business
impact B>
BUSINESS IMPACT
BEHAVIOUR IMPACT