The document provides information about a webinar focused on human resources, featuring speakers Jana Fuelberth and Gaurav Valani, who discuss the importance of data in workforce management and analytics. It highlights the need for centralizing people data, choosing appropriate decision frameworks, and asking better questions for effective HR practices. Additionally, it shares statistics from Deloitte about the current state of people analytics in organizations.

1. HCM: The Last Frontier
Jana Fuelberth Gaurav Valani
With: Moderated by:
TO USE YOUR COMPUTER'S AUDIO:
When the webinar begins, you will be connected to audio using
your computer's microphone and speakers (VoIP). A headset is
recommended.
Webinar will begin:
11:00 am, PST
TO USE YOUR TELEPHONE:
If you prefer to use your phone, you must select "Use Telephone"
after joining the webinar and call in using the numbers below.
United States: +1 (415) 930-5321
Access Code: 897-381-237
Audio PIN: Shown after joining the webinar
--OR--

2. We believe great businesses are powered by great people. Guided by
decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
you to help meet the challenges you face every day — regardless of
your industry or where you do business.

3. About the Series
6 Education-packed sessions
Human Resources Today Recruiting Brief

4. 4
Click on the Questions panel to
interact with the presenters
www.recruitingbrief.com/webinar-series/tactical-hr
www.humanresourcestoday.com/webinar-series/tactical-hr

5. About Jana Fuelberth
Jana Fuelberth has an insatiable curiosity for business and an unwavering belief that every worker deserves the
opportunity to love his or her job as much as she loves hers. In her leadership role at analytic.li, a company at the
intersection of data-driven businesses and HR, Jana is able to combine her love for learning, customer experience,
HR, and business results.
Previously, Jana served as the President of Beyond Payroll, a payroll and human capital management brokerage. At
Beyond Payroll, she had a window into hundreds of businesses and the amazing people who drove their success
day-in, day-out. Without fail, she saw that the businesses that were the most successful created a great experience
for their teams (and vice versa).
About Gaurav Valani
Gaurav Valani is an Entrepreneur, Career Coach and Professional Speaker. Gaurav is also the Founder and President of
CareerSprout. CareerSprout is dedicated to empowering millennials, young professionals and executives to build a
purpose-driven career, through finding work that they care about.
Gaurav is also the Head of Talent at Overstock.com. He is responsible for leading a robust talent acquisition team
tasked to help Overstock.com build and implement strategic global recruiting initiatives which will help them attract,
retain and empower the best talent in the marketplace.
He has been in the Staffing/Recruiting industry for over a decade and is seasoned in developing, implementing, and
executing proven recruiting strategies and processes. Gaurav was the co-founder of TrueBridge LA and helped grow
TrueBridge Resources to $72M in annual sales prior to acquisition.

6. 6
Today2010
Confidential

7. 7
• 71 percent of companies see people analytics as a high priority in their
organizations, but only 8 percent report they have usable data
• Only 9 percent believe they have a good understanding of which talent
dimensions drive performance in their organizations
• Only 15 percent have broadly deployed HR and talent scorecards for
line managers
Source: Deloitte, “People analytics: Recalculating the route 2017 Global Human Capital Trends,” Feb 28, 2017,
https://dupress.deloitte.com/dup-us-en/focus/human-capital-trends/2017/people-analytics-in-hr.html
I wasn’t alone.

8. 8
LESSONS LEARNED
From an HR Pro… Turned Data Nerd + HR Pro

9. 9
Application
OUTCOMES FROM TODAY
Potential
Impact
Lesson
Learned
Problem

10. 10
Why can’t I pull this data
together without spending
hours in pivot tables?
ApplicationImpactLessonProblem

11. 11
Human Capital Management
Payroll
Timekeeping
Leave Scheduling
Employee Engagement
Employee Recognition
Employee Wellbeing
Employee Sentiment
Communication
Benefits
Compensation Performance
Productivity
Financial/ERP
ApplicationImpactLessonProblem

12. 12
OLTP
is information systems that facilitate
and manage transaction-oriented
applications, typically for data entry
and retrieval transaction processing.
OLAP
is an approach to answering multi-
dimensional analytical (MDA) queries
swiftly in computing
ApplicationImpactLessonProblem
Your Access to Data is Dependent on How It Is Structured

13. 13
HUH?

14. 14
O
L
T
P
ApplicationImpactLessonProblem

15. 15
O
L
A
P
ApplicationImpactLessonProblem

16. 16
How many systems of record does your organization
have for Employee Information?
• 1
• 2-4
• 5-7
• 8+
• Unsure

17. 17
• Cloud-based
• On Premise
• Both
• Unsure
Are they Cloud-Based or On Premise?

18. 18
LESSON #1
Centralize your people and
business data.

19. 19
CENTRAL
LOCATION
Talent
Acquisition
Payroll Performance
Benefits &
Compensation
Employee
Engagement
Workforce
Management
ApplicationImpactLessonProblem

20. 20
Comparing Key Drivers of Business
by visualizing manager performance
ApplicationImpactLessonProblem

28. 28
Why isn’t this easier?
ApplicationImpactLessonProblem

29. 29
$$$
ApplicationImpactLessonProblem
RequiredResources

30. 30
LESSON #2
CHOOSE YOUR DECISION
FRAMEWORK

31. 31
Do it Yourself Within HCM
Platform
$$ HCM Analytics
Solution
Company-Wide
BI Solution Other
?
How Employers Solve for People Analytics
ApplicationImpactLessonProblem

32. 32
• Do it Yourself
• Within HCM Platform
• HCM Analytics Solution
• Company-Wide Business Intelligence Solution
• Other
How would you describe how you are currently solving
for People Analytics?

33. 33
• Do it Yourself
• Within HCM Platform
• HCM Analytics Solution
• Company-Wide Business Intelligence Solution
• Other
How would you describe how you would ideally solve for
People Analytics?

34. 34
Fast Slow
Cloud-Hosted Internally Hosted
Large Investment Small Investment
Time Intensive Quick-to-Value
Your Own Engineers SaaS Offering
SPEED
BUDGET
TIME
INFRASTRUCTURE
IT RESOURCES
Cost/Benefit
ApplicationImpactLessonProblem
Customization Pre-CuratedCUSTOMIZATION

35. 35
Managing to Forecast
Actual vs. Scheduled
ApplicationImpactLessonProblem

42. 42
I want to be a business
partner to customers.
ApplicationImpactLessonProblem

43. 43
Wage & Benefits
Talent
Acquisition
Human Capital
Investment Time & Labor
Executive
Overview Workforce Planning
Confidential
ApplicationImpactLessonProblem
EXECUTIVESTALENT MANAGERSLINE MANAGERS

44. 44
How well do
"Employee-Referred”
associates perform?
How long do "Employee-Referred"
associates stay?
How many applicants do I get from Employee
Referrals? Reporting
Business-Altering
Insights
Analytics
ApplicationImpactLessonProblem
Would we
perform better,
if I hired more
“Employee Referred”
associates?

45. 46
LESSON #3
Ask better questions… write
better requirements.

46. 47
Executive Team Profile
1. How do we measure success? (e.g. Financial
Targets, Growth, Cost Reduction, Customer Retention,
Employee Experience, Other)
2. Where do you see the biggest opportunities for
growth?
3. What do you think we do well?
4. How do we want to be known? Internally?
Externally?
ApplicationImpactLessonProblem

47. 48
Key Stakeholder Interview
1. How does your group/department/division
contribute to the overall success of our company?
• How do you track that?
• Where does the data come from?
• How often do receive updates?
2. What impacts your ability to hit your goal?
• Who?
• What?
3. What happens if you don’t?
4. What impacts the experience of your team?
ApplicationImpactLessonProblem

48. 49
Retaining High Performers
Understanding Drivers of Turnover
ApplicationImpactLessonProblem

56. INSIGHT:
Business Development Reps are Leaving for
Growth Opportunities within the first 7-12
months on the job.
APPLICATION:
• Consider Career Path
• Review Job Posting
• Confirm Total Rewards Competitiveness

57. 58
#leveragemylessons

58. 59
LESSON #1
Centralize your people and business
data.
LESSON #2
Choose your decision framework.
LESSON #3
Ask better questions… write better
requirements.
Internal Systems Check-Up
How Employers Solve for People
Analytics
Cost/Benefit Sliders
Team & Budget Review
Executive Team Profile
Key Stakeholder Interview
ApplicationImpactLessonProblem

59. 60
Use “Start Up” Mentality
Avoid #dataFOMO
Start with an MVP
Embrace Failure
Your flops are your quickest
paths to successes
Cross the Chasm
Find early adopters

60. 61
Thank you!

61. 62
Don't Miss the Next Session!
www.recruitingbrief.com/webinar-series/tactical-hr
www.humanresourcestoday.com/webinar-series/tactical-hr
Turning Employee Experience Into
A Financial Strategy
John Frehse Gaurav Valani
With: Moderated by:
March 28th 2018
11AM PST/ 2PM EST/ 7PM GMT

62. 63
Q&A
Gaurav Valani
With: Moderated by:
President/Co-founder, analytic.li
Linkedin page: linkedin.com/in/janafuelberth/
Twitter ID: @JanaEFuelberth
Website: www.analytic.li/
Head of Talent, Overstock.com
Linkedin page: linkedin.com/in/gauravvalani
Twitter ID: @GauravValani
Website: www.overstock.com
www.recruitingbrief.com/webinar-series/tactical-hr
www.humanresourcestoday.com/webinar-series/tactical-hr
Jana Fuelberth

63. 64
Don't Miss the Next Session!
www.recruitingbrief.com/webinar-series/tactical-hr
www.humanresourcestoday.com/webinar-series/tactical-hr
Turning Employee Experience Into
A Financial Strategy
John Frehse Gaurav Valani
With: Moderated by:
March 28th 2018
11AM PST/ 2PM EST/ 7PM GMT