HR analytics applies analytic processes to human resource data to improve employee and department performance. It aims to provide insights into each HR process by gathering data and using it to make decisions. Companies are developing talent analytics software and approaches to answer questions about workforce performance, retention of top performers, and what factors impact efficiency. The key roles of HR analytics are to identify opportunities to impact the organization, support strategic planning, demonstrate the impact of HR programs on the bottom line, and help managers make better workforce decisions.
Business analytics is not just about business development, its scope has been extended to human resource management. HR analytics is one of the great application of Business Analytics. In these slides you would find how it is important for various organizations.
This document provides an overview of the services offered by ADP TotalSource, including talent acquisition, payroll and HR administration, talent management, health and welfare benefits, business insights, risk mitigation and compliance, employee communication, and retirement savings plans. It highlights statistics on the benefits of outsourcing HR administration and adopting data-driven decision making. The document promotes ADP TotalSource as a provider that can help power and protect businesses with HR expertise and solutions across the entire employee lifecycle and as companies grow.
Sebastin Girard is the Vice President and Chief Workforce Officer for Parkland Health & Hospital System. Girard’s HR Tech Online North America presentation focused on tapping into industry data and labor market trends to anticipate new skills and prepare employees for the future. He also discussed some of the current technology available and what it means for employers looking to win the War on Talent.
From Insight to Impact (Chicago Summit - Keynote)Open Analytics
This document discusses five critical pillars for the success of analytics and data science projects: 1) align with corporate strategy, 2) ignite stakeholder engagement, 3) sharpen team focus, 4) drive change management, and 5) recruit key talent. It provides guidance on each pillar, such as prioritizing analytics opportunities by their impact and horizon, understanding stakeholder incentives, avoiding "zombie" projects, enabling experiments to drive change, and pre-screening talent for technical skills and culture fit. Following these pillars can help organizations improve analytics project success rates and better compete through data-driven insights.
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.
HR analytics applies analytic processes to human resource data to improve employee and department performance. It aims to provide insights into each HR process by gathering data and using it to make decisions. Companies are developing talent analytics software and approaches to answer questions about workforce performance, retention of top performers, and what factors impact efficiency. The key roles of HR analytics are to identify opportunities to impact the organization, support strategic planning, demonstrate the impact of HR programs on the bottom line, and help managers make better workforce decisions.
Business analytics is not just about business development, its scope has been extended to human resource management. HR analytics is one of the great application of Business Analytics. In these slides you would find how it is important for various organizations.
This document provides an overview of the services offered by ADP TotalSource, including talent acquisition, payroll and HR administration, talent management, health and welfare benefits, business insights, risk mitigation and compliance, employee communication, and retirement savings plans. It highlights statistics on the benefits of outsourcing HR administration and adopting data-driven decision making. The document promotes ADP TotalSource as a provider that can help power and protect businesses with HR expertise and solutions across the entire employee lifecycle and as companies grow.
Sebastin Girard is the Vice President and Chief Workforce Officer for Parkland Health & Hospital System. Girard’s HR Tech Online North America presentation focused on tapping into industry data and labor market trends to anticipate new skills and prepare employees for the future. He also discussed some of the current technology available and what it means for employers looking to win the War on Talent.
From Insight to Impact (Chicago Summit - Keynote)Open Analytics
This document discusses five critical pillars for the success of analytics and data science projects: 1) align with corporate strategy, 2) ignite stakeholder engagement, 3) sharpen team focus, 4) drive change management, and 5) recruit key talent. It provides guidance on each pillar, such as prioritizing analytics opportunities by their impact and horizon, understanding stakeholder incentives, avoiding "zombie" projects, enabling experiments to drive change, and pre-screening talent for technical skills and culture fit. Following these pillars can help organizations improve analytics project success rates and better compete through data-driven insights.
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.
Accenture implemented a continuous auditing and analytics solution using a leading marketplace tool to transform its internal auditing capabilities. The solution automated monitoring, increased audit coverage by analyzing full data populations across systems, and enhanced operations by continuously identifying risks, policy violations and cost savings opportunities. It reduced audit time spent on data gathering by over 80% and significantly improved assurance by analyzing global data through enterprise-wide analytics. The successful implementation helped Accenture audit more in less time and focus on analysis to further improve operations.
As the complexity of workforce challenges continues to rise, so has the demand for more quantitative approaches to solving tough people-related challenges in organizations. To better understand the state of affairs in workforce analytics, we spoke with over 40 game changers to discover the problems they are trying to solve, the approaches they are using and the pitfalls they’ve encountered.
How to Build an HR Analytics Center of ExcellenceAPEX Global
Using analytics to turn data into insights regularly provides strategic advantage to all areas of organizations, from marketing to supply chain management and finance.
The formation of an HR Analytics Center of Excellence can enable firms to derive strategic insights from workforce data and justify the investments made in HR programs and technology.
Organizations that desire to become the employer of choice need to have more than just a mission statement. Here is a strategy map developed for a client to help them put action into the vision. This use of the Balanced Scorecard on a department level makes the vision crystal clear.
This document discusses strategies for simplifying analytics. It recommends focusing on insights that are important for customers, stakeholders, and employees rather than trying to analyze all possible data. Specific strategies include using next-gen business intelligence and data visualization to improve decision making; applying data discovery techniques to uncover patterns; deploying analytics applications to simplify advanced analytics; and harnessing techniques like machine learning to reduce human effort and produce predictions. The goal is to generate insights that lead to tangible outcomes through a faster, simpler analytical approach.
Internal Audit for new age and large enterprise is more and more becoming business focussed than error and compliance focused.
In the time when, Data is more relevant than document, let's understand the new dimension of Internal Audit with Data Analytics.
Revelian's Peter O'Hanlon presented at the recent People Analytics 2015. In this presentation he takes you through the unique approach to psychometric assessments taken by Revelian.
For more information, please visit www.revelian.com
The document discusses doing innovation with less resources by making better choices, prioritizing activities, increasing speed, and maintaining culture and pace of innovation. It outlines 12 schools of innovation and discusses lean innovation approaches like efficient product development and design processes that eliminate waste. The document also provides examples of applying lean principles to research and development.
The Promise of Artificial Intelligence: Redefining management in the workforc...accenture
Artificial intelligence will significantly impact management roles by automating administrative tasks, providing analytical support, and changing the skills needed for managers to be successful. The document discusses research finding that while managers recognize AI could replace routine work, they are also ready to leverage AI to help with current roles and make work more effective. However, managers are not yet focusing on developing important interpersonal skills that will be essential for collaborating with AI systems. To thrive with AI, the next generation of managers will need to focus on skills like judgment, collaboration, and designing solutions.
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Sci...Edunomica
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Science Teams
Data Science Online Camp 2021
Website - https://dscamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/Data-Science-Camp-103012708431833
An analysis of Making Advanced Analytics Work for You by Dominic Barton and D...Tanya Gupta
This document discusses how companies can make advanced analytics work for them. It outlines that fully exploiting data and analytics requires three capabilities: identifying and managing multiple data sources, building advanced analytics models, and transforming the organization so data and models yield better decisions. Two key features are having a clear strategy for how to use data/analytics to compete and deploying the right technology. The document provides three areas of action for organizational change: developing business-relevant analytics, embedding analytics into front-line tools, and developing capabilities to exploit big data. Managers need to understand how information can be used for key decisions and get creative about potential external/new data sources through targeted efforts.
MHR Analytics Summit 2018 | The Data Journey - Laura TimmsMHR Analytics
MHR Analytics is committed to helping every organisation use this mass of data to obtain actionable insights for real growth. Learn more about where you are on your data journey.
The document describes CenturyLink's Talent Index, which measures how effectively leaders manage talent within their organizations. Some key points:
- The Talent Index is comprised of 6 factors related to talent management, such as engagement, movement/turnover, diversity, and development. It provides an overall score and scores on each factor.
- The scores are calculated based on metrics in each factor area and show how organizations are performing against targets. This provides data to identify strengths and areas for improvement.
- Leaders receive their scores, which have identified high performance in development but opportunities in increasing promotions and diversity. The Index has increased focus on talent goals.
- Lessons included taking time to develop the Index,
This document discusses building a "DataScienceStein" team by combining existing staff members with different skills, rather than hiring a single data scientist. It recommends assembling a team with skills in data integration, analytics, visualization, industry expertise, communication, and programming. Key roles include a visualization specialist to communicate results and a subject matter expert to ensure the analysis makes sense. The advantages are broadening the hiring pool, fostering cross-training, and disseminating knowledge. Strong leadership is needed to direct the team's work and secure resources and support across departments.
Innovisor helps companies accelerate program execution through organizational change management. They identify barriers to change and facilitate initiatives by leveraging networks across organizations. Innovisor applies a bottom-up approach to secure stakeholder involvement in change execution. They perform organizational network analyses to discover how work gets done, identify change agents, and gain insights that translate to fast decisions and actions within 6 weeks.
The document discusses how the SAP Audit Management application can help internal audit functions streamline processes, promote collaboration, and use data analytics to provide strategic advice beyond assurance. It notes that boards and executive management have differing views on the value of internal audit. Top skills desired for internal auditors include analytical thinking, communication skills, data mining and analytics, business acumen, and general IT knowledge. Internal auditors need to evolve from compliance officers to strategic advisors by investing in skills like analytics.
The document discusses a new research report on the future of HR strategy and how emerging technologies will impact HR departments. It finds that while most HR leaders recognize the potential of social media and cloud technologies, many are still spending less than 20% of their time on strategy and over half do not see mobile technology as important. The research also found that 71% of HR leaders are unfamiliar with using big data to drive business decisions, despite this being held up as a key opportunity for HR departments to provide value through new technologies.
We explore a science-based approach to measuring, monitoring, and understanding trust to facilitate meaningful stakeholder engagement and drive sustainable business. This approach, called The Trust Index, is a key component of the altumINSIGHT platform developed by Attego ESG Impact Solutions, a division of RTI International. This presentation is an annotated version of the original, which was delivered at the 2017 Sustainable Brands New Metrics Conference.
This document discusses human capital analytics and provides guidance on understanding and optimizing the impact of an organization's people. It begins with an introduction to the topic and explains that human capital analytics uses data collection and analysis techniques to provide insights into effectively managing employees to help businesses reach goals quickly. The document then outlines why human capital analytics is important, the benefits it provides, what it is and isn't, and how to execute analytics through statistical tools and key approaches. It provides steps to implement a data analytics plan, including identifying outcomes, creating a cross-functional team, evaluating measures, analyzing data, building programs, and measuring and adjusting.
Accenture implemented a continuous auditing and analytics solution using a leading marketplace tool to transform its internal auditing capabilities. The solution automated monitoring, increased audit coverage by analyzing full data populations across systems, and enhanced operations by continuously identifying risks, policy violations and cost savings opportunities. It reduced audit time spent on data gathering by over 80% and significantly improved assurance by analyzing global data through enterprise-wide analytics. The successful implementation helped Accenture audit more in less time and focus on analysis to further improve operations.
As the complexity of workforce challenges continues to rise, so has the demand for more quantitative approaches to solving tough people-related challenges in organizations. To better understand the state of affairs in workforce analytics, we spoke with over 40 game changers to discover the problems they are trying to solve, the approaches they are using and the pitfalls they’ve encountered.
How to Build an HR Analytics Center of ExcellenceAPEX Global
Using analytics to turn data into insights regularly provides strategic advantage to all areas of organizations, from marketing to supply chain management and finance.
The formation of an HR Analytics Center of Excellence can enable firms to derive strategic insights from workforce data and justify the investments made in HR programs and technology.
Organizations that desire to become the employer of choice need to have more than just a mission statement. Here is a strategy map developed for a client to help them put action into the vision. This use of the Balanced Scorecard on a department level makes the vision crystal clear.
This document discusses strategies for simplifying analytics. It recommends focusing on insights that are important for customers, stakeholders, and employees rather than trying to analyze all possible data. Specific strategies include using next-gen business intelligence and data visualization to improve decision making; applying data discovery techniques to uncover patterns; deploying analytics applications to simplify advanced analytics; and harnessing techniques like machine learning to reduce human effort and produce predictions. The goal is to generate insights that lead to tangible outcomes through a faster, simpler analytical approach.
Internal Audit for new age and large enterprise is more and more becoming business focussed than error and compliance focused.
In the time when, Data is more relevant than document, let's understand the new dimension of Internal Audit with Data Analytics.
Revelian's Peter O'Hanlon presented at the recent People Analytics 2015. In this presentation he takes you through the unique approach to psychometric assessments taken by Revelian.
For more information, please visit www.revelian.com
The document discusses doing innovation with less resources by making better choices, prioritizing activities, increasing speed, and maintaining culture and pace of innovation. It outlines 12 schools of innovation and discusses lean innovation approaches like efficient product development and design processes that eliminate waste. The document also provides examples of applying lean principles to research and development.
The Promise of Artificial Intelligence: Redefining management in the workforc...accenture
Artificial intelligence will significantly impact management roles by automating administrative tasks, providing analytical support, and changing the skills needed for managers to be successful. The document discusses research finding that while managers recognize AI could replace routine work, they are also ready to leverage AI to help with current roles and make work more effective. However, managers are not yet focusing on developing important interpersonal skills that will be essential for collaborating with AI systems. To thrive with AI, the next generation of managers will need to focus on skills like judgment, collaboration, and designing solutions.
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Sci...Edunomica
Jeremy Adamson: Minding the Machines: Building and Leading Analytics Data Science Teams
Data Science Online Camp 2021
Website - https://dscamp.org/
Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured
FB - https://www.facebook.com/Data-Science-Camp-103012708431833
An analysis of Making Advanced Analytics Work for You by Dominic Barton and D...Tanya Gupta
This document discusses how companies can make advanced analytics work for them. It outlines that fully exploiting data and analytics requires three capabilities: identifying and managing multiple data sources, building advanced analytics models, and transforming the organization so data and models yield better decisions. Two key features are having a clear strategy for how to use data/analytics to compete and deploying the right technology. The document provides three areas of action for organizational change: developing business-relevant analytics, embedding analytics into front-line tools, and developing capabilities to exploit big data. Managers need to understand how information can be used for key decisions and get creative about potential external/new data sources through targeted efforts.
MHR Analytics Summit 2018 | The Data Journey - Laura TimmsMHR Analytics
MHR Analytics is committed to helping every organisation use this mass of data to obtain actionable insights for real growth. Learn more about where you are on your data journey.
The document describes CenturyLink's Talent Index, which measures how effectively leaders manage talent within their organizations. Some key points:
- The Talent Index is comprised of 6 factors related to talent management, such as engagement, movement/turnover, diversity, and development. It provides an overall score and scores on each factor.
- The scores are calculated based on metrics in each factor area and show how organizations are performing against targets. This provides data to identify strengths and areas for improvement.
- Leaders receive their scores, which have identified high performance in development but opportunities in increasing promotions and diversity. The Index has increased focus on talent goals.
- Lessons included taking time to develop the Index,
This document discusses building a "DataScienceStein" team by combining existing staff members with different skills, rather than hiring a single data scientist. It recommends assembling a team with skills in data integration, analytics, visualization, industry expertise, communication, and programming. Key roles include a visualization specialist to communicate results and a subject matter expert to ensure the analysis makes sense. The advantages are broadening the hiring pool, fostering cross-training, and disseminating knowledge. Strong leadership is needed to direct the team's work and secure resources and support across departments.
Innovisor helps companies accelerate program execution through organizational change management. They identify barriers to change and facilitate initiatives by leveraging networks across organizations. Innovisor applies a bottom-up approach to secure stakeholder involvement in change execution. They perform organizational network analyses to discover how work gets done, identify change agents, and gain insights that translate to fast decisions and actions within 6 weeks.
The document discusses how the SAP Audit Management application can help internal audit functions streamline processes, promote collaboration, and use data analytics to provide strategic advice beyond assurance. It notes that boards and executive management have differing views on the value of internal audit. Top skills desired for internal auditors include analytical thinking, communication skills, data mining and analytics, business acumen, and general IT knowledge. Internal auditors need to evolve from compliance officers to strategic advisors by investing in skills like analytics.
The document discusses a new research report on the future of HR strategy and how emerging technologies will impact HR departments. It finds that while most HR leaders recognize the potential of social media and cloud technologies, many are still spending less than 20% of their time on strategy and over half do not see mobile technology as important. The research also found that 71% of HR leaders are unfamiliar with using big data to drive business decisions, despite this being held up as a key opportunity for HR departments to provide value through new technologies.
We explore a science-based approach to measuring, monitoring, and understanding trust to facilitate meaningful stakeholder engagement and drive sustainable business. This approach, called The Trust Index, is a key component of the altumINSIGHT platform developed by Attego ESG Impact Solutions, a division of RTI International. This presentation is an annotated version of the original, which was delivered at the 2017 Sustainable Brands New Metrics Conference.
This document discusses human capital analytics and provides guidance on understanding and optimizing the impact of an organization's people. It begins with an introduction to the topic and explains that human capital analytics uses data collection and analysis techniques to provide insights into effectively managing employees to help businesses reach goals quickly. The document then outlines why human capital analytics is important, the benefits it provides, what it is and isn't, and how to execute analytics through statistical tools and key approaches. It provides steps to implement a data analytics plan, including identifying outcomes, creating a cross-functional team, evaluating measures, analyzing data, building programs, and measuring and adjusting.
Human resources anaHR analytics allows HR professionals to make informed deci...KhushiPatel175395
This document discusses HR analytics and its importance. It provides an example of how Credit Suisse used analytics to predict employee turnover and save $70 million annually. HR analytics involves using statistical tools to analyze HR data and gain insights to improve decision making. It helps measure the impact of HR policies and interventions and enables data-driven rather than intuitive decisions. Google is highlighted for its successful use of analytics to optimize people processes through regular employee feedback.
This document discusses HR analytics and its importance. It provides an example of how Credit Suisse used analytics to predict which employees might quit and the reasons why, saving the company $70 million annually. HR analytics involves using statistical tools to analyze HR data to gain insights and improve decision making. It helps companies measure the impact of HR policies, predict the future workforce, and align HR strategy with business goals. Google is highlighted for its successful use of people analytics to optimize workplace processes and morale. The importance of HR analytics is that it provides data-driven understanding of employee processes to help businesses identify issues costing money.
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.
Andy Vanzurpele HR Planning & Analytics - ING BelgiumHRmagazine
ING startte in 2013 met de uitbouw van HR Analytics om de HR-strategie datagedreven te maken.
Andy Vanzurpele leidde het project van meet af aan en wijst ons graag op een aantal successen en lessen die hij trok. In deze interactieve sessie schetst hij enkele concrete cases en toont hij hoe de resultaten werden toegepast binnen HR en de brede organisatie.
The document discusses the value of data for HR managers and how analytics can help answer business critical questions. It states that HR professionals have access to a variety of internal and external data sources but this data is rarely centralized, connected, and cleansed for accurate analysis. The AVA HR Analytics solution provides a way to unify all HR data in one place so that HR managers can gain insights from the data to help with recruitment and retention, compensation, workforce planning, and organizational effectiveness. It is presented as being faster, easier, and more cost-effective than other HR solutions for providing analytics dashboards and visualizations.
Workforce Analytics in India - A state-of-evolution report 2018Nitin Dheer
This study is based on a survey conducted by Inqubex Consulting (www.inqubex.com) where we asked HR leaders on their perception of importance of Workforce Analytics as well as the current state of deployment of measurement/ analytics in their HR functions
1. HR metrics are used to measure the effectiveness and efficiency of HR policies and functions, but they only provide data points and not reasons why.
2. HR analytics uses data to identify causes and quantify the impact of people-related factors on business outcomes.
3. The example shows how collecting absence data provides initial facts, but benchmarks are needed to understand if the level is high or low. Analytics then helps identify the cause as a flu outbreak and calculate its financial impact on productivity.
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!
This document discusses HR analytics and provides guidance on applying it. It defines HR analytics as using data and analysis to make better people-focused business decisions. The key points are:
1) HR analytics goes beyond just metrics to integrate internal and external data and link HR decisions to business outcomes. It uses technology to analyze various data sources.
2) To successfully apply HR analytics, organizations should follow a six-step roadmap: identify the strategic concern, research appropriate metrics and methods, manage the data, analyze the data, interpret and communicate the results, and create an action plan.
3) Examples show how HR analytics can answer business questions about staffing needs when expanding or how to increase customer satisfaction through HR
This document discusses HR analytics, which is the application of statistics, modeling, and analysis of employee-related factors to improve business outcomes. It defines HR analytics as analyzing an organization's people problems using data. The document outlines the need for HR analytics to effectively use HR data and make data-driven decisions. It discusses the objectives, levels (descriptive, predictive, prescriptive), areas (turnover, retention, risk management) and benefits (reduced attrition, anticipated performance, enhanced employee morale) of HR analytics. Challenges like finding the right talent and data quality are also mentioned. In conclusion, the document states that HR analytics can help organizations make the right decisions, understand relationships like between turnover and compensation, and
This document discusses HR analytics, which is the application of statistics, modeling, and analysis of employee-related factors to improve business outcomes. It defines HR analytics as analyzing an organization's people problems using data. The document outlines the need for HR analytics to effectively use HR data to predict workforce trends and maximize returns while minimizing risks. It discusses the benefits of HR analytics, including improved performance, return on investment, and linking business objectives to people strategies. Finally, it discusses challenges of HR analytics implementation including a lack of analytics talent and data quality issues.
This document discusses how organizations can use workforce analytics to improve business outcomes. It notes that while 71% of organizations see workforce analytics as a priority, only 8% have usable data and 9% understand which talent dimensions drive performance. It outlines the typical stages organizations go through to mature their analytics capabilities from basic reporting to predictive analytics. It also provides eight factors that are important starting points for establishing a successful workforce analytics program. Finally, it describes capabilities Deloitte and SAP SuccessFactors can provide to help organizations jumpstart their workforce analytics journey.
This document provides an overview of a presentation on making workforce analytics stick. It discusses common roadblocks such as lack of dedicated resources and skills. It emphasizes strategic alignment of workforce analytics with business goals and metrics. Executive level reporting of metrics on productivity, turnover, and other topics is recommended. Quick wins, pilot programs, and communicating success can help make workforce analytics initiatives stick within an organization.
This document outlines an agenda for a presentation on making workforce analytics initiatives stick. The presentation covers establishing a business case for workforce analytics, common roadblocks and challenges, and strategies for ensuring initiatives have lasting impact. It recommends aligning analytics with business strategy, conducting executive-level reporting that dollarizes metrics, developing a strategic communication plan, prioritizing quick wins, and piloting programs.
A session at the CBS Competitiveness Day 2015 - Human Capital Analytics Group has conducted a study on the use of employee engagement surveys in Danish companies. We interviewed representatives from the large Danish companies and major survey providers, and conducted a quantitative research on the use of employee engagement surveys in Denmark. This resulted in a Trend Spotting Report “Employee Engagement Surveys in Denmark”.
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.
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements