People analytics can help uncover what motivates your employees and what matters to them. Learn from Dr. Michael Moon, the Director of People Insights at ADP, as she discusses the entire process of gathering, analyzing and understanding your people data.
The Datafication of HR in 2016: Graduating From Metrics to AnalyticsHuman Capital Media
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business adviser and author Ram Charan, and Bersin Insights’ “Will HR Lose the Battle Over Analytics,” written by industry analyst Karen O’Leonard, 2016 represents a pivotal year for human resources.
The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market. As a result, the workforce is becoming an increasingly core strategic consideration to businesses. Yet the most commonly monitored workforce metrics do very little to deliver true insight into workforce topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Join expert Dave Weisbeck as he discusses how HR can play a more critical role driving business performance than ever before. In this informative webinar, Weisbeck will discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.
In this session, participants will learn:
Trends shaping the datafication of HR, including the case for and against splitting HR.
How HR can climb the workforce intelligence maturity curve, defining key terms and concepts.
The future of HR as a strategic advisor, with examples of how to graduate from metrics to analytics in: Recruiting effectiveness, Performance management, Talent retention, Comp and benefits, and Workforce costs
Common pitfalls to avoid.
The Future of Employee Engagement: HR’s Critical Role in Driving Business Out...Human Capital Media
In today’s era of big data and mobile apps, the engagement technology landscape is being rapidly disrupted by startups offering solutions for weekly employee “pulse” surveys and continuous 360-degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: They provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates and retains an employee.
In the next few years, employee engagement will evolve dramatically. In an era of big data and mobile apps, the employee engagement revolution presents both enormous promise and, if not managed right, pain to HR. Join workforce analytics expert Dave Weisbeck as he examines this important topic.
In this webinar, analytics expert Dave Weisbeck will explore:
The global workforce trends driving the need for a more engaged and productive workforce than ever before.
HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
The intersection of leadership, culture, and engagement.
The past, present, and future of measuring and understanding workforce engagement.
Practical examples of how to uncover insights that move the needle for the business.
Copy of a presentation delivered at the 3rd HR Analytics, Metrics and Measurement Conference, sharing some of the key lessons, tips and mistakes I have learned during two decades managing Human Resources, Workforce Planning and HR Analytics programs.
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
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
A Playbook for Diversity Analytics and Strategy DevelopmentWilliam Gaker
Diversity and Inclusion is an increasingly important topic for organizations; however, these initiatives are often misaligned across HR functions and not designed to address specific gaps.
This presentation makes the case that organizations should view the workforce as an integrated systems, use analytics to identify gaps in diversity, and create holistic strategies to address those gaps.
The Datafication of HR in 2016: Graduating From Metrics to AnalyticsHuman Capital Media
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business adviser and author Ram Charan, and Bersin Insights’ “Will HR Lose the Battle Over Analytics,” written by industry analyst Karen O’Leonard, 2016 represents a pivotal year for human resources.
The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market. As a result, the workforce is becoming an increasingly core strategic consideration to businesses. Yet the most commonly monitored workforce metrics do very little to deliver true insight into workforce topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Join expert Dave Weisbeck as he discusses how HR can play a more critical role driving business performance than ever before. In this informative webinar, Weisbeck will discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.
In this session, participants will learn:
Trends shaping the datafication of HR, including the case for and against splitting HR.
How HR can climb the workforce intelligence maturity curve, defining key terms and concepts.
The future of HR as a strategic advisor, with examples of how to graduate from metrics to analytics in: Recruiting effectiveness, Performance management, Talent retention, Comp and benefits, and Workforce costs
Common pitfalls to avoid.
The Future of Employee Engagement: HR’s Critical Role in Driving Business Out...Human Capital Media
In today’s era of big data and mobile apps, the engagement technology landscape is being rapidly disrupted by startups offering solutions for weekly employee “pulse” surveys and continuous 360-degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: They provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates and retains an employee.
In the next few years, employee engagement will evolve dramatically. In an era of big data and mobile apps, the employee engagement revolution presents both enormous promise and, if not managed right, pain to HR. Join workforce analytics expert Dave Weisbeck as he examines this important topic.
In this webinar, analytics expert Dave Weisbeck will explore:
The global workforce trends driving the need for a more engaged and productive workforce than ever before.
HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
The intersection of leadership, culture, and engagement.
The past, present, and future of measuring and understanding workforce engagement.
Practical examples of how to uncover insights that move the needle for the business.
Copy of a presentation delivered at the 3rd HR Analytics, Metrics and Measurement Conference, sharing some of the key lessons, tips and mistakes I have learned during two decades managing Human Resources, Workforce Planning and HR Analytics programs.
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
This is a presentation that I gave recently to a group of over 300 HR recruiting professionals at a large consulting company. Thought it might be of help to others.
A Playbook for Diversity Analytics and Strategy DevelopmentWilliam Gaker
Diversity and Inclusion is an increasingly important topic for organizations; however, these initiatives are often misaligned across HR functions and not designed to address specific gaps.
This presentation makes the case that organizations should view the workforce as an integrated systems, use analytics to identify gaps in diversity, and create holistic strategies to address those gaps.
The Datafication of HR: How to Go from So What to Now WhatHuman Capital Media
More and more large organizations are creating teams of experts who specialize in workforce analytics, and for good reason. Research has shown that companies that put workforce intelligence to work profoundly improve their business results - seeing higher margins, better stock performance, and improved return on equity.
But frustratingly, the data-driven HR mindset has been slow to grow within organizations beyond HR analysts -- who typically serve a constrained number of leaders with data and insights. Josh Bersin of Bersin by Deloitte aptly said that most HR organizations are “stuck in neutral” with workforce analytics. Given its importance, how can you extend the mindset to bring value to the entire HR team and the organization?
In this webinar, analytics expert Ian Cook will take you through the ways that you can:
Give HRBPs the tools they need to be strategic by enabling them with guided, self-service analytics
Extend datafication to business leaders by connecting workforce metrics to the business results they care about
Build a data-driven mindset and skillset throughout your HR team
The traditional annual performance review is frozen in time. Employees dread it, and employers feel the same way. Its problems are structural and serious. Can it be saved?
There is hope! Crowdsourcing is a terrific way to revitalize the stale performance review and make it relevant to your talent management and culture. In this webinar, Jennifer Sartor and Darcy Jacobsen from Globoforce will discuss how to debunk the myths surrounding the traditional review, and build a smarter performance management system that:
Uses social recognition to inject new life into the troubled traditional performance review.
Offers managers new insight into performance, based on crowdsourced data.
Provides a vision for 2020 that realigns performance management with top-level business objectives.
Join us as we explore this fascinating topic.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
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.
Download a full version of the report at:
www.psfk.com/report/future-of-work-2016/
The PSFK Future of Work Report deep dives into the talent and development landscape to identify the conditions and qualities that cultivate tomorrow’s leaders in the workplace. In return for investing in greater opportunity and education, employers will reap the rewards of increased efficiency, engagement and entrepreneurship—reducing mistrust, stress and ultimately turnover across teams.
Additionally, PSFK has developed six workplace visions that were inspired by 10 strategies to develop a new era of internal leadership. These boundary-pushing product and workplace concepts reimagine how teams can onboard employees, expand the office, and prevent miscommunication.
People Analytics: Creating The Ultimate WorkforceCenterfor HCI
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
WorkXO is a workplace culture management firm specializing in using culture analytics to solve business problems.
We help forward thinking leaders in growth-oriented organizations activate their culture to increase engagement, attract the right talent and unleash organizational potential. The core of our work starts here... with the Workplace Genome. Find out how to get yours at workxo.com.
How To Build a Winning Experimentation Program & Team | Optimizely ANZ Webinar 8Optimizely
Watch Dan Ross, Managing Director for Optimizely ANZ in our latest webinar from the Experimentation Insights Tour -- "How To Build a Winning Experimentation Program & Team."
View the presentation here: https://optimizely.wistia.com/medias/1o6xy4j0xm
Take Optimizely's Maturity Assessment here: https://www.optimizely.com/maturity-model/
DESCRIPTION: The world’s leading companies utilise experimentation to build a culture that fosters innovation and agility. The key to experimentation is to have both the right tools (software) in combination with the right people and processes
In this webinar, you will learn:
* Why experimentation is central to competing and innovating
* Areas to assess when building your experimentation capability
* How organisational culture helps scale an experimentation program
About Optimizely:
Optimizely is the world's leading experimentation platform, enabling businesses to deliver continuous experimentation and personalisation across websites, mobile apps and connected devices. Optimizely enables businesses to experiment deeply into their technology stack and broadly across the entire customer experience.
The platform’s ease of use and speed of deployment empower organisations to create and run bold experiments that help them make data-driven decisions and grow faster.
To date, marketers, developers and product managers have delivered over 700 billion experiences tailored to the needs of their customers. Optimizely’s global client base includes Atlassian, eBay, Fox, IBM, The New York Times, LendingClub, Hotwire, Microsoft and many more leading businesses.
To learn more about customer experience optimisation, visit optimizely.com
The Datafication of HR: How to Go from So What to Now WhatHuman Capital Media
More and more large organizations are creating teams of experts who specialize in workforce analytics, and for good reason. Research has shown that companies that put workforce intelligence to work profoundly improve their business results - seeing higher margins, better stock performance, and improved return on equity.
But frustratingly, the data-driven HR mindset has been slow to grow within organizations beyond HR analysts -- who typically serve a constrained number of leaders with data and insights. Josh Bersin of Bersin by Deloitte aptly said that most HR organizations are “stuck in neutral” with workforce analytics. Given its importance, how can you extend the mindset to bring value to the entire HR team and the organization?
In this webinar, analytics expert Ian Cook will take you through the ways that you can:
Give HRBPs the tools they need to be strategic by enabling them with guided, self-service analytics
Extend datafication to business leaders by connecting workforce metrics to the business results they care about
Build a data-driven mindset and skillset throughout your HR team
The traditional annual performance review is frozen in time. Employees dread it, and employers feel the same way. Its problems are structural and serious. Can it be saved?
There is hope! Crowdsourcing is a terrific way to revitalize the stale performance review and make it relevant to your talent management and culture. In this webinar, Jennifer Sartor and Darcy Jacobsen from Globoforce will discuss how to debunk the myths surrounding the traditional review, and build a smarter performance management system that:
Uses social recognition to inject new life into the troubled traditional performance review.
Offers managers new insight into performance, based on crowdsourced data.
Provides a vision for 2020 that realigns performance management with top-level business objectives.
Join us as we explore this fascinating topic.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
French law mandates at least five weeks of vacation. Australia provides both paid maternal and paternal leave. Denmark breeds work-life balance into their culture.
So why is American so out of touch? In stark contrast to these balanced regimes, Americans continue to pander through the workday. We extend our hours, snack on sad desk lunches, and forgo vacation to get ahead. But science says there’s a fatal flaw in our system…
Today, 70 percent of the American workforce is disengaged. The rat race mentality has left us sleepwalking through life — and it’s time to wake up. Join Joe Mechlinski, New York Times Bestselling author and speaker, as he introduces science into the great work debate. Joe will show you how to become better in tune with your three brains (head, heart, and gut) to help reshape your thinking, motivation, and behaviors to find greater fulfillment at work.
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.
Download a full version of the report at:
www.psfk.com/report/future-of-work-2016/
The PSFK Future of Work Report deep dives into the talent and development landscape to identify the conditions and qualities that cultivate tomorrow’s leaders in the workplace. In return for investing in greater opportunity and education, employers will reap the rewards of increased efficiency, engagement and entrepreneurship—reducing mistrust, stress and ultimately turnover across teams.
Additionally, PSFK has developed six workplace visions that were inspired by 10 strategies to develop a new era of internal leadership. These boundary-pushing product and workplace concepts reimagine how teams can onboard employees, expand the office, and prevent miscommunication.
People Analytics: Creating The Ultimate WorkforceCenterfor HCI
If you are a leader or manager in a large organization, you are probably familiar with these terms. But you may be unaware how your organization can benefit from people analytics and what it will take.
Closing the gender wage gap is a key priority for many organizations—for reasons that go far beyond fairness. Research shows that gender-diverse companies are more likely to outperform than their less diverse peers, and establishing an equitable pay policy is an important step forward. Gender diversity—or lack thereof—can affect employer brand, and proposed changes to U.S. pay equity legislation are also driving urgency.
But in spite of considerable attention from both government and business, the wage gap has only improved by 8% in the last 20 years. What’s slowing down progress, and what can employers do about it?
In this webcast, workforce intelligence expert Josie Sutcliffe will review findings from a new study based on workforce data from large U.S. employers. In this webcast, you'll get:
Insights into why the gender wage gap really exists—and why equal work for equal pay alone won’t close the gap
Answers to key gender-equity questions about promotion rates, resignation rates, and compensation
Recommended ways for employers to increase pay equity
Join us to discover how you can use workforce intelligence to increase the chances of meeting your gender equity goals and create a long-term strategy for success.
Top HR Processes Ripe for a Social EnterpriseKangoGift
Todd Horton from KangoGift shares a few HR best practices for organizations thinking about embracing social HR tools. Presentation given as part of Monster's thought leadership webinar series.
WorkXO is a workplace culture management firm specializing in using culture analytics to solve business problems.
We help forward thinking leaders in growth-oriented organizations activate their culture to increase engagement, attract the right talent and unleash organizational potential. The core of our work starts here... with the Workplace Genome. Find out how to get yours at workxo.com.
How To Build a Winning Experimentation Program & Team | Optimizely ANZ Webinar 8Optimizely
Watch Dan Ross, Managing Director for Optimizely ANZ in our latest webinar from the Experimentation Insights Tour -- "How To Build a Winning Experimentation Program & Team."
View the presentation here: https://optimizely.wistia.com/medias/1o6xy4j0xm
Take Optimizely's Maturity Assessment here: https://www.optimizely.com/maturity-model/
DESCRIPTION: The world’s leading companies utilise experimentation to build a culture that fosters innovation and agility. The key to experimentation is to have both the right tools (software) in combination with the right people and processes
In this webinar, you will learn:
* Why experimentation is central to competing and innovating
* Areas to assess when building your experimentation capability
* How organisational culture helps scale an experimentation program
About Optimizely:
Optimizely is the world's leading experimentation platform, enabling businesses to deliver continuous experimentation and personalisation across websites, mobile apps and connected devices. Optimizely enables businesses to experiment deeply into their technology stack and broadly across the entire customer experience.
The platform’s ease of use and speed of deployment empower organisations to create and run bold experiments that help them make data-driven decisions and grow faster.
To date, marketers, developers and product managers have delivered over 700 billion experiences tailored to the needs of their customers. Optimizely’s global client base includes Atlassian, eBay, Fox, IBM, The New York Times, LendingClub, Hotwire, Microsoft and many more leading businesses.
To learn more about customer experience optimisation, visit optimizely.com
dr Agata Dulnik - Supporting leadership effectiveness during times of rapid o...Certes
Wspieranie skuteczności liderów w czasach szybkiej zmiany organizacyjnej – studium przypadku
» Ludzka strona fuzji i przejęć
» Rozwój przywództwa w fuzjach i przejęciach
» Action Learning jako kluczowy komponent rozwiązania
[Webinar] Scaling experimentation: 5 key pillars of maturity by Nick SoChris Goward
Go behind the curtain with WiderFunnel's Director of Strategy, Nick So, as he shares exclusive learnings from his experience building successful experimentation programs for companies like HP, Asics, Magento, and IBM. During this webinar, you’ll get an insider look at the frameworks and strategies that WiderFunnel developed to help clients scale experimentation and accelerate through the phases of maturity.
Workforce diversity, historically, is associated with social and economic advancement movements for people of color that originated in America and has become a global initiative over the past 50 years. The critics of workforce diversity often cite Affirmative Action rhetoric and its associated workforce discrepancies against the majority culture.
However, more progressive and strategic thoughts about workforce diversity have evolved over the past 10 years to reflect on the organization value of diversity in the workplace and its ability to increase innovation, competitive advantage and speed to market for its early adopters.
This seminar will offer a qualitative assessment of workforce diversity and examine its business value to organizations that decide on a committed diversity initiative and execution plan.
What will seminar participants learn from this seminar? Seminar participants will:
a. explore qualitative relevant factors that provide insight into the value of workforce diversity to organizational business objectives.
b. learn how qualitative assessments provide insights into the interpretation of quantitative diversity metrics.
c. acquire understanding of the tactical and strategic value that quantitative and qualitative assessments provide organization that require business value indicators for the diversity programs and initiatives.
Employee collaboration in a digital universe: The rise of the Enterprise Soci...Ralph J. Davila, APR
The rise of Enterprise Social Networks (ESNs), such as Yammer, Jive, Tibbr and others, have become the hot trend in mid- to large-size organizations seeking better ways to connect employees in real-time, particularly via mobile devices.
A major factor in the need and growth of ESNs at organizations spawns from vast shifts in the way employees now work. With increases in the remote workforce population, from flexible working environments to geographically disparate teams, ESNs help bridge those communications gaps.
This deck is a compilation of a five-part blog series on how to successfully deploy an ESN at your organization.
8 WAYS TO CREATE WORKFORCE EXPERIENCES THAT REALLY DRIVE PRODUCTIVITYHuman Capital Media
Is your workforce really working? Over a third of employees admitted they’re productive for less than 30 hours a week, according to recent research. That’s a whole day each week that they’re in work, but not working. Join Justin McWhorter as he talks through recent findings on what really determines productivity.
What are the eight strategies HR and People leaders can use to build great employee experiences to drive productivity?
By the end of the webcast, attendees will discover:
What’s stopping workforces from really being productive
What are the top tips for building employee experiences that workers really want
How they can use new data and strategies to boost engagement and productivity in their roles today
Attendees will be equipped with best practices to build workforce experiences that really get the best from their people. As a result, they’ll know how to truly engage their people, drive productivity and boost business performance.
People-Driven Engagement: Opportunities for Teaming and EngagementAggregage
In this webinar, social HR strategist Jon Ingham will explain some of the key opportunities for using teaming as a direct input to meeting business needs, while also strengthening employee engagement.
People-Driven Engagement: Opportunities for Teaming and EngagementBrittanyShear
In this webinar, social HR strategist Jon Ingham will explain some of the key opportunities for using teaming as a direct input to meeting business needs, while also strengthening employee engagement.
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.
Similar to People-Driven Engagement: Leveraging People Analytics to Motivate Employees (20)
No Ego: How Leaders Can Cut the Cost of Drama, End Entitlement and Drive Big ...Naba Ahmed
Cy Wakeman proposes a radically different approach to HR leadership. Changing the ways leaders think and the strategies they use in their work is a serious and critical economic issue. Leaders should help others develop the great mental processes they need to eliminate self-imposed suffering and choose to be accountable for driving results.
Go Beyond: Go Beyond with Compliance TrainingNaba Ahmed
There are few words that will make corporate learners tune you out more quickly than "compliance” or “mandatory." Justin Muscolino, Head of North America Compliance Training for GRC Solutions, believes that compliance training can be engaging, interesting, and yes, sometimes fun - and he has the experience to back up that claim. Let’s be part of a push to remove this psychological block and do what’s best for our organizations. Who's in?
Set Employees Up for Success: Using Onboarding to Increase Engagement and Ret...Naba Ahmed
When a company's retention is low, it affects employee engagement. When engagement is low, it negatively affects our ability to retain good people. How do you stop the downward cycle? A strong onboarding program can help. It doesn't have to be costly, but it does have to be intentional. Join The Currence Group President Jennifer Currence to learn how to design and structure an efficient onboarding process.
Managing Employee Milestones and Moments that Matter Through a Digital Transf...Naba Ahmed
When implementing new technology in the workforce, it is important to ensure you have an effective HR business strategy in place. During the transition, employees will need to be trained on the capabilities of the technology to allow them to improve their workflow, rather than disrupt it. Everbridge Director of Sales Training and Enablement William Petersen will explain how to create an effective employee experience strategy during a period of digital transformation.
Assessing and Fostering a Culture of InnovationNaba Ahmed
Welcome to an interactive empowering session on how to sharpen your future through innovation management, which can help guide your company’s goals. During this webinar, Magnus Penker, international thought leader and author, will dive into how to assess and foster culture and capabilities for innovation.
Candidate Experience: Attract Top Talent Who Say “Yes” to Your Job OpportunitiesNaba Ahmed
Your company doesn’t have to be a household name to attract top talent. Nor do you have to spend tons of money. You can effectively showcase your company and sell people on your job opportunities by delivering a personalized hiring experience.
Join Chief Advisor & Strategist of the Wintrip Consulting Group, Scott Wintrip, as he explains how to attract the attention of quality candidates, design and run a faster and more engaging hiring process, and get prospective hires to sell themselves on accepting your job offer.
Thinking Outside the Bots: How to Recruit with a Small Team and a Lean BudgetNaba Ahmed
Resources aren't always unlimited. Especially for smaller teams. This webinar will cover how to eliminate costs while maintaining a great candidate experience. OpExpert Founder Tanya Bourque will explore how the right tools and technology can enable your talent acquisition process.
Up Your Analytics Game: How to Empower People to Take ActionNaba Ahmed
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. For so long their focus has been within the HR function; they express doubt regarding their ability to collaborate effectively with their Finance counterparts to uncover actionable insights. In fact, in a recent survey of 450 Financial Services professionals, 95% of respondents agreed that better integration of HR and Finance data was a top priority for the year.
Why is this so important? Because the demands on HR have changed significantly, as HR leaders move into a more strategic role. It requires both an increasingly forward-looking workforce strategy, and quantification of HR’s business contributions. This is compounded for the Financial Services sector, which is faced with rapidly changing regulatory and compliance requirements, and the need to attract and retain tech-savvy talent in an industry that is sometimes viewed as more traditional and less tech-savvy.
Join our webcast featuring top-ranked analyst and bestselling author of Competing on Analytics, Tom Davenport, to learn how analytics technology provides HR with unique insights that create strategic value.
People-Driven Engagement: Engage Your Employees Through a Culture of CreativityNaba Ahmed
Encouraging employees to be more creative will provide a better employee experience, and increase their engagement and contribution of new ideas. Peter Merrill help you assess your own innovative aptitude and learn how to contribute to the innovation process.
Candidate Experience: A Better Candidate Experience, By DesignNaba Ahmed
The interview is the place where any company can win against any talent competitor. Win your candidates by being fast. Win them by being smooth. Win them by making them feel special. Win them by letting them experience the best of your company and your brand at every step in their candidate journey. Win by design. Companies who are great at this are intentional about it and leave nothing to chance. They masterfully design each step in the candidate journey and ensure their people, systems, and processes support the intended experience. And you can do it too. We’ll show you how.
Transitioning to HR Tech: Leveraging Technology to Automate HR Naba Ahmed
As the HR industry embraces the future of work, we have the technology to become more efficient. However, many organisations continue to use manual workarounds for processes that could be partially or fully automated. To embrace this transition, CleaHRStrat Consulting Inc. CEO Eric St-Jean explores the capabilities of technology and how you can leverage it for both small and large HR projects.
Transitioning to HR Tech: You Can Do This - Drive Company Value with a HR App...Naba Ahmed
As HR professionals are becoming more technologically proficient, we have the capability to implement new, more efficient systems. By implementing a HR application network, we enable work and increase the value of our company’s output.
This webinar will outline the cost and benefits of HR suite solutions that deliver integrated HR, Payroll, Employee Time, and Benefits. It will compare the HR suite approach to a true application network approach that can bring best-in-class boutique applications for each HR function and reduce vendor lock-in. HRIS Solution Architect Steve Pruneau will explore the idea of an app network strategy which includes integrating specialty apps from different vendors, each selected based on how they will meet your company’s needs.
Payroll & Compliance: Global Payroll Reporting - What Good Looks LikeNaba Ahmed
If you can’t measure it, you can’t manage it.
In a data driven world, reporting is becoming increasingly more important for driving key business decisions.
With real time, up-to-date information on your organization housed within your payroll department, global payroll reporting has fast become a hot topic for multi-national companies.
Board level reports with accurate, real time information is the end goal.
But better reporting starts with good data...
Transitioning to HR Tech: Payroll Integration - The Good, the Bad, and the Ug...Naba Ahmed
There are many benefits to keeping up with technology. By embracing ideas like fully-integrated payroll, your organization will be able to save time and resources by eliminating what was once a very manual part of your workflow. In addition, you may be able to mitigate substantial compliance risk by eliminating the potential for human error.
Texting for Talent: How to Build Your Talent Pipeline Through MobileNaba Ahmed
Emails and phone calls can go unanswered, but 95% of text messages are read within 3 minutes of being sent, and 45% get a response. The way your candidates communicate has changed, and you need to meet them where they are in order to elevate your candidate experience and win top-tier talent for your team.
eLearning for Sales Success: 2019 State of Sales Coaching - Managers, Reps, a...Naba Ahmed
Virtually every sales organization sees the value of good sales coaching. So why do so few organizations do it systematically and well?
Join Henry Bruckstein, Founder of Canam Research, and Jake Miller, product marketing manager at Allego, to learn why--and more--from the new 2019 State of Sales Coaching survey.
Transitioning to HR Tech: The Power of Pilot Programs Naba Ahmed
With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience? Naba Ahmed
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Payroll & Compliance: Ringing in the New Year - 10 Things HR Should Do NowNaba Ahmed
From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times.
Product Management Excellence: Data-Driven Insights into High PerformanceNaba Ahmed
What do high performing Product Management teams do right? SiriusDecisions has conducted research into highly successful organizations, looked at the data, and identified the key characteristics that separate the top performers from everyone else.
Jeff Lash, VP and Group Director, Product Management at SiriusDecisions and recognized product management leader, will cover the four key factors uncovered in the data that drive successful product management organizations and describe some problems that a company may see when these are not done well. You'll leave with specific, practical tips you can start to implement immediately to improve your product management team's performance in these areas.
Product Management Excellence: Data-Driven Insights into High Performance
People-Driven Engagement: Leveraging People Analytics to Motivate Employees
1. Leveraging People Analytics
to Motivate Employees
Dr. Michael Moon Naba Ahmed
With: Moderated by:
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--OR--
People-Driven Engagement
Webinar Series
2. Glint is committed to helping people-driven organizations increase employee
engagement, develop their people, and improve results. We are in the
business of people. We know that great companies are fueled by great
cultures, and great cultures are built by great teams. We’re obsessed with
building a happy, thriving team because our people not only power the Glint
culture but also build products and experiences that help power
organizational cultures around the world.
3. Click on the Questions panel to
interact with the presenters
https://www.humanresourcestoday.com/webinar-series/people-driven-engagement/
4. About Dr. Michael Moon
Dr. Michael Moon is an organizational psychologist who specializes in applying analytics and
evidenced-based approaches to the management of people. She has a PhD in Human Capital
Management from Bellevue University and an MS in Human Resources from Suffolk University.
She currently works at ADP as the Director of People Insights, a part of ADP Professional
Services, which provides advice and support to ADP clients on the use of HR analytics to drive
more effective people decisions. She also is the CEO of ExcelHRate Research and Advisory, an
evidenced-based HR research and consulting firm.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of
the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth,
and experience of their professional cultures, personalities, and passions.
People-Driven Engagement
Webinar Series
6. 6
People-Driven Engagement
Webinar Series
Overview
In this webinar, you will learn:
• The three biggest lies or half-truths you are being told about Employee Engagement
• How you can leverage data to uncover the drivers of employee engagement
• How to start using people data and analytics to gain a more accurate understanding
of what motivates the people in your organization
• How to use an evidenced-based approach and logical frameworks as part of your
approach to analyzing people data
Leveraging People Analytics to
Motivate Employees
7. 7
People-Driven Engagement
Webinar Series
• Engagement is at an all-time low because it is only
part of the picture
• Does not take into account the whole employee
• Efforts directed are traditionally only focused on
improving “work” related employee outcomes (e.g.,
productivity, discretionary effort)
• Tendency for organizations to focus on attaining
desired outcomes for the organization, rather than
on the individual employee
So…are you sure you are really measuring
engagement?
“…willing and motivated to perform to levels that exceed the stated
requirements of their jobs…but is that enough?”
Source: Gallup, 2016; http://www.gallup.com/poll/180404/gallup-daily-employee-engagement.aspx
Leveraging People Analytics to
Motivate Employees
8. 8
People-Driven Engagement
Webinar Series
Different Constructs, Are You Sure You are Measuring
the Right Thing? (aka, Construct Confusion)
Employee
Engagement
Job
Satisfaction
Organizational
Commitment
Employee
Experience
Wait, what
about me?
Leveraging People Analytics to
Motivate Employees
9. 9
People-Driven Engagement
Webinar Series
Lie #1 - What is Engagement?
Happiness
Job satisfaction
Organizational commitment
Automatically lead to desired outcomes
(causal)
Replicable
Contagious
HR’s job
A state; not a trait
Satisfaction derived from the work itself
Emotional commitment
A conduit or mediator
Please do not benchmark yourself
Sort of contagious
EVERYONE’s job!
IS NOT/DOES NOT… IS…
Leveraging People Analytics to
Motivate Employees
11. 11
People-Driven Engagement
Webinar Series
• Gallup Q12 (GWA)
• Kahn (1990)
• Engage for Success
• JD-R Model
• Theresa Welbourne
• Maslach Burnout Inventory
• Utrecht Work Engagement Scale
(Schaufeli and Bakker, 2004)
• Etc.
Impossible to Compare
Leveraging People Analytics to
Motivate Employees
12. 12
People-Driven Engagement
Webinar Series
• Predict financial or business unit performance
• Isolate employees who have exhibited discretionary effort
• Predict turnover
• Cure cancer
Lie #3: What Engagement Can Do?
Leveraging People Analytics to
Motivate Employees
13. 13
People-Driven Engagement
Webinar Series
“The application of quantitative (and qualitative) analysis to make better
people decisions that help drive positive
outcomes for the business.”
– Dr. Moon (2016)
What is People Analytics?
Leveraging People Analytics to
Motivate Employees
14. 14
People-Driven Engagement
Webinar Series
• Analytics sheds light on potential
variables that lead to certain outcomes
• The Other ROI
• Support fact-based decision making
• Dispel myths and commonplace beliefs
• Opportunity to humanize the workforce
Benefits of People Analytics
Leveraging People Analytics to
Motivate Employees
15. 15
People-Driven Engagement
Webinar Series
• Validity
• Reliability
• Correlation, not causation, know the difference
• Metrics ≠ Analytics
• Only a piece of the puzzle – multiple sources of
evidence and types of data/information
Not all Data is Good Data
Image Source: https://hsccoworks.com.au
• Start with a question (hypothesis)…avoid fishing expeditions
Leveraging People Analytics to
Motivate Employees
16. 16
People-Driven Engagement
Webinar Series
1. Craft good questions
2. Identify sources of data/evidence (follow rules of the data sandwich)
3. Create hypothesis/hypotheses
4. Create a logical framework to help map out data to be collected (independent and dependent variables)
5. Collect data (validate and clean)
6. Run analyses to show which of the independent variables best predict or correlate to the dependent variable
(correlation NOT causation)
7. Test internal validity on a sample of data (n=10% or a minimum of 30 employees per dependent variable)
8. Conclude analyses by creating a chart or visualization of the relationship between the relevant factors
9. Socialize the results with the appropriate stakeholders, revise as needed.
10. Prepare proposed action plan for the practical application of your analyses
11. Rinse and Repeat
Process for Uncovering Drivers using People Analytics
Leveraging People Analytics to
Motivate Employees
17. 17
People-Driven Engagement
Webinar Series
1. What characteristics are more common in those employees who have left our company compared to those who stayed?
2. Sources of data: focus groups, employee interviews, exit surveys, HRIS, empirical research
3. Employees who have not had a career discussion with their manager in the past year are more likely to leave; who have lower
compa-ratios are more likely to leave; who work from home more than 80% of the time.
4. Independent: Career discussion in past year; compa-ratio; percentage of hours worked from home. Dependent: Left the
organization
5. Collect data (validate and clean)
6. Run analyses to show which of the independent variables best predict or correlate to the dependent variable (correlation NOT
causation)
7. Test internal validity on a sample of data (n=10% or a minimum of 30 employees per dependent variable)
8. Conclude analyses by creating a chart or visualization of the relationship between the relevant factors
9. Socialize the results with the appropriate stakeholders, revise as needed.
10. Prepare proposed action plan for the practical application of your analyses
11. Rinse and Repeat
Example: Process for Uncovering Drivers Leading to Turnover
Leveraging People Analytics to
Motivate Employees
18. 18
People-Driven Engagement
Webinar Series
Scheduling > Customer > Sales Profit Chain – A People Perspective for Retail
Logical Framework Example: Impact of Understaffing
Leveraging People Analytics to
Motivate Employees
19. 19
People-Driven Engagement
Webinar Series
Real World Logical Framework
• “A set of activities that a firm operating in a specific industry
performs in order to deliver a valuable product or service for
the market”
• Michael Porter (1985), Competitive Advantage: Creating and
Sustaining Superior Performance.
Committed Leaders
Competent Staff
Food Quality
Customer Service
Cleanliness
Customer Loyalty
Satisfaction
Loyalty
Productivity
Value Chain Analysis: McDonald’s
Leveraging People Analytics to
Motivate Employees
20. 20
People-Driven Engagement
Webinar Series
McDonald’s – Optimization of Restaurant Performance
Relationship between:
• Staff demographics
• Management behaviors
• Employee attitudes
Source: http://www.careermovesgroup.co.uk/news/hr-insight-mcdonalds-
performance-management-result-25139/
Dispelled myths:
• Dissatisfaction – Strong Customer
orientation
• Managers who are strong leaders just
not enough
Committed
Leaders
Employee
Engagement
Resources
Leveraging People Analytics to
Motivate Employees
21. 21
People-Driven Engagement
Webinar Series
• Follow the data sandwich recipe
• Your best guess is good enough
• Context and segmentation are everything…
• …Best practice is NOT
• Use benchmarking as a source for further questions, not as a single source
of evidence or a North Star
• Keep the “human” in “human capital”; apply evidence conscientiously
Closing Remarks
Leveraging People Analytics to
Motivate Employees
22. Q&A
Naba Ahmed
With: Moderated by:
Director of People Insights, ADP
Linkedin page: in/mikemmoon/
Twitter ID: @mikemmoon
Website: https://www.adp.com/
Dr. Michael Moon
Editor, Human Resources Today
Linkedin page: linkedin.com/in/naba-ahmed/
Twitter ID: @hrposts
Email: naba@aggregage.com
Website: humanresourcestoday.com
https://www.humanresourcestoday.com/webinar-series/people-driven-engagement/