How to Make Awesome SlideShares: Tips & TricksSlideShare
Turbocharge your online presence with SlideShare. We provide the best tips and tricks for succeeding on SlideShare. Get ideas for what to upload, tips for designing your deck and more.
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/
Trendwise Analytics provides three levels of HR analytics and reporting capabilities to organizations. Level 1 involves descriptive analysis and dashboards to report basic metrics and percentages. Level 2 derives operational metrics like turnover and promotion ratios to track HR function efficiency. Level 3 utilizes predictive modeling like attrition forecasting, segmentation, and compensation analysis to inform decisions regarding retention, hiring, and compensation.
This document discusses how HR can move from being perceived as "touchy-feely" to being driven by analytics. It outlines six levels of increasing analytics maturity for HR: 1) establishing basic HR metrics, 2) analyzing data to gain insights, 3) devising actionable strategies, 4) workforce forecasting, 5) developing predictive models, and 6) integrating HR analytics in real-time decision making. The document argues that becoming analytics-driven requires not just new tools but a cultural transformation to prioritize data-based decision making. It provides examples of companies that have benefited from various levels of HR analytics and urges readers to start measuring something and iterate continuously.
The document discusses HR analytics and predictive modeling. It defines key concepts like metrics, analytics, and business intelligence. Analytics uses data to understand past trends and predict future outcomes. The document outlines areas where predictive modeling can be applied in HR, like attrition, recruitment effectiveness, and talent forecasting. It also provides examples of companies like Oracle, Sprint, Starbucks, and Dow Chemical that have successfully used analytics to retain top performers, predict attrition, measure engagement impacts, and do workforce planning.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
The document discusses the growing importance of HR analytics and tools. It notes that HR analytics can help identify opportunities for HR impact, support organizational strategic planning, prioritize HR investments, demonstrate the bottom-line impact of HR practices, and help managers make better workforce decisions. Additionally, the document outlines how HR analytics and tools are transitioning from functional performance metrics to more predictive strategic measures. It provides examples of analytics areas like retention, training, talent acquisition, and strategic workforce planning tools that organizations can use.
How to Make Awesome SlideShares: Tips & TricksSlideShare
Turbocharge your online presence with SlideShare. We provide the best tips and tricks for succeeding on SlideShare. Get ideas for what to upload, tips for designing your deck and more.
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/
Trendwise Analytics provides three levels of HR analytics and reporting capabilities to organizations. Level 1 involves descriptive analysis and dashboards to report basic metrics and percentages. Level 2 derives operational metrics like turnover and promotion ratios to track HR function efficiency. Level 3 utilizes predictive modeling like attrition forecasting, segmentation, and compensation analysis to inform decisions regarding retention, hiring, and compensation.
This document discusses how HR can move from being perceived as "touchy-feely" to being driven by analytics. It outlines six levels of increasing analytics maturity for HR: 1) establishing basic HR metrics, 2) analyzing data to gain insights, 3) devising actionable strategies, 4) workforce forecasting, 5) developing predictive models, and 6) integrating HR analytics in real-time decision making. The document argues that becoming analytics-driven requires not just new tools but a cultural transformation to prioritize data-based decision making. It provides examples of companies that have benefited from various levels of HR analytics and urges readers to start measuring something and iterate continuously.
The document discusses HR analytics and predictive modeling. It defines key concepts like metrics, analytics, and business intelligence. Analytics uses data to understand past trends and predict future outcomes. The document outlines areas where predictive modeling can be applied in HR, like attrition, recruitment effectiveness, and talent forecasting. It also provides examples of companies like Oracle, Sprint, Starbucks, and Dow Chemical that have successfully used analytics to retain top performers, predict attrition, measure engagement impacts, and do workforce planning.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
The document discusses the growing importance of HR analytics and tools. It notes that HR analytics can help identify opportunities for HR impact, support organizational strategic planning, prioritize HR investments, demonstrate the bottom-line impact of HR practices, and help managers make better workforce decisions. Additionally, the document outlines how HR analytics and tools are transitioning from functional performance metrics to more predictive strategic measures. It provides examples of analytics areas like retention, training, talent acquisition, and strategic workforce planning tools that organizations can use.
2. UBS Business School / Opleidingen
• Introductie
• Focus: management/ ROI
• Cursussen (online/offline)
• Post HBO opleidingen
• Masteropleidingen
• Incompany (o.a. Shimano, ASR, NUON, Rabo)
• Vakgebieden: FI/HRM/IT/Marketing/Strategie
3. Human Resource Management
• Human Resources Management & Leadership
• Persoonlijke effectiviteit
• E-Learning & Human Resource Development
• HR Analytics & Data Management
• Time Management
• Persoonlijke ontwikkeling
• Strategisch HRM & Leadership
4. HR Analytics & Data Management
• 2 mrt: HR Analytics en inbedding in de organisatie
(college 1 en 2) – Hans van der Spek (Berenschot)
• 16 mrt: Aan de slag met data, ratio’s, kengetallen en metrics
(college 3 en 4) – Gerard Evers (EURO-HRM)
• 30 mrt: Analyses en data-modellen
(college 5 en 6) – Jeroen van der Sloot (Purple HRM)
• 13 apr: Concluderen en rapporteren
(college 7 en 8) – Lex Pierik (Think.Design.Make)
• 4 mei: Visualiseren en presenteren (college 9)
Lex Pierik
• 18 mei – Referaat – Hans van der Spek