The webinar discussed building a business case for workforce analytics and planning. It began with an overview of how data-driven people management can improve business outcomes. Next, it covered how to structure a business case by quantifying efficiency gains, direct workforce benefits, and business impacts. The webinar concluded with examples of how workforce intelligence solutions can help with objectives like developing optimal workforce plans, addressing cost changes, and finding new savings.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
We work with CHRO's to develop an HR Strategy & Execution Roadmap . This brochure describes our methodology and approach at a very hight level. Should you be interested to know more about it , do write to niladri.roy@tatransform.com
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
We work with CHRO's to develop an HR Strategy & Execution Roadmap . This brochure describes our methodology and approach at a very hight level. Should you be interested to know more about it , do write to niladri.roy@tatransform.com
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Critical to the success of your new ABM strategy is the right target account list, agreed upon between the key Sales and Marketing stakeholders. We will discuss best practices, considerations and help you scope your initial rollout as well as a long term plan
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
The Top HR Stories to Tell with Data: Templates that Wow Business LeadersVisier
The “datafication of HR” is one of 2014′s hottest topics, with 91% of organizations aspiring to move from reactive or operational reporting to proactive workforce analytics over the next 24 months. Indeed, “experience with workforce analytics” has become a sought-after line item on HR professionals’ resumes.
What is driving the “datafication” of HR? A growing number of corporate boards, CEOs, and CHROs understand that by applying data-driven solutions to improve decisions about talent, they can improve revenues and profits. Really, if you can measure real impactful aspects of the people in your organization and make intended changes, you can get the impact in terms of real business results. More than ever before, HR can play a critical role in driving business performance.
View the full webinar recording here:
http://www.visier.com/lp/top-10-hr-stories-with-data/
The role of People Analytics in recruitingDavid Green
The slides from my keynote at Social Recruiting Days in Berlin in September 2017.
The speech covered:
- What is people analytics and why is it growing in importance
- 'Best' practices of companies that are leading the way with people analytics
- Case studies from the likes of IBM, Cisco, LinkedIn and Virgin Media
- Trends in people analytics and digital HR
- Ethics, privacy and trust
There is also a video recording of the speech, which can be accessed here: https://www.youtube.com/watch?v=lk6ZK5vHdE0
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
What is People Analytics - PPT | SplashHRSwati Gupta
People Analytics is a process in which the company’s data is transformed into insights. People analytics, also known as HR or talent analytics, uses analysis to help decision-makers interpret business and people data to improve the impact on business goal – and assess human resources initiatives’ effectiveness.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
People Analytics: State of the Market - Top Ten ListJosh Bersin
What are the "Top Ten" trends in People Analytics? This presentation reviews the research and discusses how you should prepare for this exciting and fast growing but emerging market.
This presentation highlights the required steps for HR Departments to transition themselves into a formidable HR Analytics Team. It will show how to apply HR Analytics to a departmental case as well as the required skill sets for your HR Team to acquire in order to become savvy analytics professionals. #hranalytics #humanresources
The world is fueled by data, and HR professionals everywhere are wondering how to leverage tons of people data for better insights to enhance individual and organizational performance.
HR analytics entails the use of tools (say, big data, predictive analytics) by HR in their recruiting, compensation, performance measurement, and retention efforts.
Through this presentation, you will get an introduction to HR analytics and how you can make the most of it to drive sweeping strategic success. This presentation will address the following areas of the employer branding:
- Purposeful Analytics
- Basics of Data Analysis
- Understanding the Fundamentals of Analytics Capability
Building
- Establishing an Analytical Unit and the Right Culture
- Levels & Types of HR Metrics
- Linking Metrics to Analytics
- Workforce Analytics Model
For more info:
www.hackerearth.com/recruit
What is HR analytics and how it is done? Along with Survey on 41 individuals from different organizations with an experience of about 6 months to 27 years.
Critical to the success of your new ABM strategy is the right target account list, agreed upon between the key Sales and Marketing stakeholders. We will discuss best practices, considerations and help you scope your initial rollout as well as a long term plan
The leaders of LinkedIn’s People Analytics team, Lorenzo Canlas and Will Gaker, walk through what people analytics is, how it’s growing & evolving, and how you can build your own people analytics function today. Check out their keynote presentation from the Wharton People Analytics Conference in April 2015.
Learn more about people analytics and data-driven recruiting: http://linkd.in/1KJMC8D
The Top HR Stories to Tell with Data: Templates that Wow Business LeadersVisier
The “datafication of HR” is one of 2014′s hottest topics, with 91% of organizations aspiring to move from reactive or operational reporting to proactive workforce analytics over the next 24 months. Indeed, “experience with workforce analytics” has become a sought-after line item on HR professionals’ resumes.
What is driving the “datafication” of HR? A growing number of corporate boards, CEOs, and CHROs understand that by applying data-driven solutions to improve decisions about talent, they can improve revenues and profits. Really, if you can measure real impactful aspects of the people in your organization and make intended changes, you can get the impact in terms of real business results. More than ever before, HR can play a critical role in driving business performance.
View the full webinar recording here:
http://www.visier.com/lp/top-10-hr-stories-with-data/
The role of People Analytics in recruitingDavid Green
The slides from my keynote at Social Recruiting Days in Berlin in September 2017.
The speech covered:
- What is people analytics and why is it growing in importance
- 'Best' practices of companies that are leading the way with people analytics
- Case studies from the likes of IBM, Cisco, LinkedIn and Virgin Media
- Trends in people analytics and digital HR
- Ethics, privacy and trust
There is also a video recording of the speech, which can be accessed here: https://www.youtube.com/watch?v=lk6ZK5vHdE0
Digitization of hr slideshare kenny company 2018 pdf versionWill Yen
In 2016, HR technology funding reached record levels with 402 deals worth approximately $2.2B, more than 5 times the funding in 2012. This innovation in the market place has created a new wave of adoption and digitization by HR organizations.
Talent Has Gone Digital, but How About HR?
The on-going digital transformation brings new challenges and opportunities. After stabilizing, improving and fine tuning core HR, we see a new wave within HR; innovation and adoption to the new paradigm. To take the lead and win the game, HR leaders must understand the demographic, technological and societal shifts - and prepare themselves accordingly. They also have to make sure to have a toolset that supports the transformation. The Future of HR is in the Cloud.
The HR Technology Market: Trends and Disruptions for 2018Josh Bersin
This presentation describes the direction and trend for HR Technology in 2018, by Josh Bersin. It shows how the core HR market has evolved, the emergence of "systems of productivity" as the next major trend, the use of AI, and how applications like recruitment, wellbeing, feedback, and performance management are going through radical change.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
What is People Analytics - PPT | SplashHRSwati Gupta
People Analytics is a process in which the company’s data is transformed into insights. People analytics, also known as HR or talent analytics, uses analysis to help decision-makers interpret business and people data to improve the impact on business goal – and assess human resources initiatives’ effectiveness.
Creating the Human Resources Operating Model for the next generation. See also Blog article on HR Transformer Blog - http://tinyurl.com/nxk5jm. Discussion of key trends, components of HR operating model and some predictions. Short presentation given at EMRG BPO Conference June 23rd 2009, London. Andrew Spence Glass Bead Consulting.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
This presentation provides real-world data that connects people development, talent management, and human resources with real, bottom line business results. We look at how more effective communication, more informed and productive teams and stronger attention to solid leadership practices can help reap big benefits to all aspects of an organization - including the bottom line. This presentation highlights industry stats that help make the case for why training and development of employees is critical to building healthy, profitable and sustainable organizations.
Learn more about these stats and a full range of products that can help build these capabilities at www.emergenetics.com
Presentation from a panel discussion on the business case for HR in the virtual world at a Human Resources seminar in Boston in January 2009. Panelists were from Duke CE, Duke, IBM, and the Stockholm School of Economics. Please note that part of the panel discussion included a tour to various places in SL.
4 Steps to Building a Smart Compensation StructurePayScale, Inc.
Developing a solid compensation structure will help you set the appropriate pay ranges for your jobs. If pay ranges are too narrow, you won’t be able to reward high performers. Too broad, and the pay ranges provide very little support for your compensation philosophy.
PayScale: The Pay Transparency Challenge webinarPayScale, Inc.
Pay Transparency is one of the hottest topics in human resources right now. But what exactly does pay transparency mean?
Join Mykkah Herner, MA, CCP and Paige Hanley, CCP as they discuss pay transparency as a way of increasing trust within your organization to drive engagement, productivity, and business results.
HR is being looked as a key business function and no more a support function, responsible for delivering its contribution towards achieving business results. Presenting here my comprehensions of different facets of HR.
Its almost a prerequisite to ask "Why" we are doing " What" we are doing. This way we define 'value' to be delivered before we plan execution. So this value proposition starts with why followed by what & how. The last column gives expected business benefit out of what we do and how we do it.
Let me have your feedback to enhance it further.
Regards,
Prashant
The Use Of HR Performance Management Measurement in Strategic Business PlanningKenny Ong
ABF CONFERENCE ON PERFORMANCE MEASUREMENT & KPIs IN HR FUNCTION
August 2009
* Evaluate the links between systems of high performance work practices and strategic business planning
* How can HR practices add value to business performance?
* The best practices of HR performance management that contribute to successful business planning
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.
If you are an HR professional, director, manager or small and emerging business executive you won’t want to miss our insightful webinar, “HR trends for the SME in 2017.”
You will learn:
• How best to define your organization’s culture
How to make the organization’s culture sustainable
The importance of well-being within a broader workplace culture strategy
• How to bring culture and well-being together to improve attraction, retention and engagement, and
• How to navigate key compliance considerations when developing and implementing your strategy.
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
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the N...Human Capital Media
The idea of data-driven HR has been a top topic and trend for several years now, yet the vast majority of HR organizations are still underserved with insights. While many organizations are thinking about workforce analytics, few have truly put them to work. Indeed, as Josh Bersin of Bersin by Deloitte aptly described, most HR organizations are “stuck in neutral” with workforce analytics, unsure how to get started with this complex topic.
How can you get out of neutral with workforce analytics? How can you and your organization overcome the data hurdles and technical complexity -- despite having little or no experience in analytics? How can you get to workforce insights that will help you understand with precision what it takes to recruit, retain, and motivate the best workforce -- and drive measurable business outcomes?
In this webinar, analytics expert Ian Cook will provide direct examples of you can take to:
Improve recruitment success and more efficiently find expertise needed at the right time for the best price.
Retain star performers more cost effectively.
Connect employee engagement to business outcomes.
Decode workforce planning and understand the “cost” side of the workforce.
Creating a strategic, fact-based HR practice is the objective of every effective HR leader. However, achieving that goal can sometimes seem insurmountable, with traditional business intelligence and data warehouse projects often taking years before they start producing even meager results. But with the right approach, the truth is that you can lay the foundation for a data-driven HR function in a relatively short time if you follow some key workforce intelligence best practices.
In this webinar, workforce intelligence expert Dave Weisbeck will explain:
How to overcome the hurdles and avoid traps on the path to data-driven HR
Why combining workforce data with business data is the key to becoming strategic
Examples of quick wins you can make with workforce intelligence
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.
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 DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...Human Capital Media
According to Bersin by Deloitte’s HR Technology Disruptions for 2018 report: people analytics is now “a must-have domain within HR.”
The global economic recovery, compounded by demographic shifts, has moved power from employers to employees, turning talent into a seller’s market. As a result, the workforce is increasingly a core strategic consideration and top concern of the C-suite. Yet the most commonly monitored talent metrics do very little to deliver true insight into the workforce and its impact on the business–and Talent Management’s readiness to report more than basic metrics remains a serious issue.
Talent Management needs to graduate from metrics to people analytics–from information that only guides tactics to insights that drive strategy–and discover the important connections and patterns in their data that enable better workforce decisions. Join expert Dave Weisbeck as he discusses how Talent Management can use people analytics to achieve strategic excellence and play a more critical role in driving business performance than ever before.
In this informative webinar, Dave will show you how to transform your Talent Management, ramping up from basic operational reporting to strategic people analytics and workforce planning.
Topics will include:
Global and technological trends shaping the Datafication of Talent Management
How Talent Management can move up the people analytics maturity curve
What impact the advent of the people strategy platform plays in analytics maturity
Practical examples of how to graduate from metrics to people analytics in:
Recruiting Effectiveness
Performance Management
Talent Retention
Comp & Benefits
Workforce Costs
Common pitfalls to avoid with people analytics
Register for this engaging webinar to learn the ins and outs of the datafication of Talent Management and what impact it has your organization.
The Next Big HR Transformation: How to Excel at Workforce PlanningHuman Capital Media
A fragile economic recovery. An increasing globalization. A major demographic shift in the working-age population. These are just a few of the reasons that today workforce planning can contribute more to the bottom line than ever before.
Yet for many organizations, workforce planning is a highly tactical activity, where human resources has a limited view of costs, finance owns the budget and source data varies in accuracy and completeness.
In this webinar, workforce planning expert Dino Zincarini will outline the keys to creating and executing a high-value workforce planning process, specifically:
Developing and exploring “what-if” scenarios.
Shaping workforce plans through collaboration.
Ensuring plans stick.
Understanding the factors that comprise your total cost of workforce.
Mapping plans to business savings.
Please join Dino as he explores this important topic.
BUILDING THE BUSINESS CASE FOR INVESTING IN TALENT MANAGEMENTHuman Capital Media
A great talent development program can set your organization apart and keep you competitive. While you don’t need convincing, your leadership team sure does. Because without executive buy-in, even the best intentions fly out the window.
This begs the question: What do HR leaders need to do to get the C-Suite onboard? Led by a seasoned CFO, this webinar will show you how to develop an effective business case that delivers the most compelling facts and figures to back up both hard and soft benefits for investing in talent management systems and processes.
Key learning takeaways:
The surprising competencies and skills that strategic HR leaders and CFOs have in common
How to align your proposed initiatives directly to the objectives of the business
The language and metrics that will make your CFO and CEO sit up and take notice
Important financial metrics and other key factors to consider and include in your case
What to ask your vendors to get the support you need to ensure buy-in
Human Capital Analytics Is a Journey: Wear Comfortable ShoesHuman Capital Media
Human capital analytics has been touted as the next big frontier in human resources for years, and yet according to recent research, only about 16 to 20 percent of companies say they are even attempting it. Whether you have started your journey (or are still deciding if you need to), this Spotlight webinar with Jodi Crawford, human resources quality and analytics leader of Westfield Group, will provide one company’s story so far, including the challenges it encountered along the way.
During this webinar attendees will hear:
How Westfield Insurance has approached its human capital analytics roadmap.
Challenges you are likely to face in launching an HR analytics function within your organization.
Lessons learned the hard way and recognizing the small wins.
Planning Your Workforce During Turbulent TimesWorkday, Inc.
Even before COVID-19, analyzing and planning the workforce for better business agility has been a priority for HR. Watch this session to learn how deep insights about your people translate into better workforce decisions and plans. We demonstrate how Workday can help solve your skills-based planning needs.
The competition for talent has gone global, turnover is rising and employee engagement is stagnant at best. Companies have never had a greater need to understand with precision what it takes to recruit, retain and motivate employees. As a result, never before has HR had such an opportunity to move the needle for the business it supports.
As highlighted in a recent Harvard Business Review paper, “HR Joins the Analytics Revolution,” “a growing number of corporate boards, CEOs and CHROs understand that by applying data-driven solutions to improve decisions about talent, they can improve revenues and profits.” But what does this datafication of HR mean for the HR business partner and practitioner?
In this webinar, analytics expert Dave Weisbeck will provide direct examples of actions HR can take to:
Improve recruitment success and more efficiently find the skills and expertise needed at the right time for the best price.
Retain star performers more cost-effectively
Decode workforce planning and “dollarize” the people strategy.
Demystify diversity to develop a workforce that is more innovative, performs better and helps expand the company’s pool of customers.
Join Dave Weisbeck, Visier's chief strategy officer and an expert in statistical analysis and HR metrics, as he presents on this important topic.
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.
There are numerous HR publications that list a plethora of metrics that a HR department must track. But, are they ‘HR Metrics that Matter’?
What differentiates ‘HR Metrics that Matter’ with other nice to have HR metrics?
The answer is very simple! The metrics that cover strategic goals like productivity, innovation and revenue growth. Keeping tabs on strategic metrics gives you a clearer picture of how your business is doing in terms of talent management.
I am going to walk you through the best recruitment and performance related metrics.
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
Making Performance Management Work Uncommon Commonsense InsightsHuman Capital Media
It’s that dreaded time of year — performance reviews. If people hate performance reviews, why do we keep doing them? The answer is because they are a crucial component to the success of any business. The problem is most companies don’t do them well. Fortunately, this is finally starting to change. Dr. Steven Hunt, an expert with more than 20 years of experience designing performance and goal management systems for thousands of companies, will discuss how technology is enabling far more effective performance management methods. He will discuss:
What makes performance management difficult.
Critical design features for performance management.
How to effectively define, evaluate and calibrate performance.
How to effectively deploy performance management processes.
Unlocking people data possibilities can shape your
strategy and help you make more informed decisions in your organization. Gut feel is good but data-driven is better.
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
ADDRESSING THE SKILLS GAP BY IDENTIFYING, DEVELOPING, AND REWARDING LIFELONG ...Human Capital Media
Organizations are struggling to find skilled workers to fill jobs. Workers are struggling to stay up to speed on the skills they need to succeed in today’s labour market. Students are graduating with skills that are already obsolete. Despite this, there is massive voluntary turnover happening across industries as employees seek jobs that offer them education and growth opportunities. Businesses and educators today need to invest in workforce learning and development in order to stay relevant and prepared for a rapidly changing economy. Employers need to work with education institutions to recruit, develop, and retain lifelong learners who have the capacity and desire to upskill and reskill over the course of their careers.
In this webinar:
Explore the skills gap facing organizations today
Analyze the role of workforce and educators in solving the skills gap
Learn how to identify lifelong learners who will be able to upskill and reskill over time
Discover strategies for effectively rewarding and encouraging lifelong learning at your organization
What drives employee engagement across the globe? What can you do to meaningfully improve employee experience in your organization? Join Qualtrics Employee Experience Consultant Yesenia Cancel for a deep-dive into the 2020 Global Employee Experience Trends, a comprehensive study of 13K+ workers across 13 geographies. Through a mix of data insights and case studies, Yesenia will highlight insights to drive your people strategy in 2020 and beyond.
Learning objectives:
Deep dive into 3 key trends that can impact your people strategy in 2020
Hear how other HR leaders are gathering and acting on employee feedback
Learn proven strategies for empowering managers to act on employee feedback
2020 is the year that accelerates HR’s focus on supporting the changing nature of work. We see the convergence of trends in people analytics, employee experience and the race to embrace digital strategies in every industry. Nobody disputes that the future of work is being shaped by what many call the Fourth Industrial Revolution.
Join Paul Rubenstein, Chief People Officer, Visier and Ravin Jesuthasan, Author and Managing Director, Willis Tower Watson as they explore the role that HR leaders will play in supporting business and talent outcomes.
We will dive into the new expectations of HR’s capabilities around technology and people science and examine practical insights drawn from Willis Towers Watson’s new white paper HR4.0: Shaping People Strategies in the Fourth Industrial Revolution. This will include a discussion of case studies and experiments from organizations who are breaking new ground in the use of analytics, assessment science, talent management techniques and other practices as their HR functions shift from being stewards of employment to being stewards of work.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
EMPOWER A CAREER JOURNEY: FOSTER YOUR WORKFORCE’S GROWTH AND DEVELOPMENTHuman Capital Media
Learning and development is critical to an organization, if you don't help the workforce learn and grow in their jobs and their roles, they're not going to be engaged in their positions. Join Ryan Rippy, Talent Management System Administrator at Trustmark Bank as he discusses the challenges of taking a manual process and automating it to achieve business goals and track performance across roles - using succession planning to create a talent pipeline for key positions and developing all associates along their journey.
By the conclusion of the webinar, you’ll leave with:
Ways to help your workforce be engaged in their jobs and be engaged as employees
The benefits a succession plan has to your organization and your employees
Effective LMS strategies to integrate talent modules
View successful metrics and how it begins with onboarding through performance management and into development
STRATEGY + TECHNOLOGY A WINNING COMBINATION FOR EFFECTIVE LEARNING MEASUREMENTHuman Capital Media
How do you know if your learning program is really working?
Proper course tracking and sharing of learning data can help organizations develop best practices for how organizations measure the impact of learning. When historically, tools and systems haven’t made it easy to access and correlate data in order to measure, finding the right combination of strategy and technology can help optimize learning results to increase performance and impact business outcomes across the entire organization.
In this webinar you will learn about:
Best practices for measuring and optimizing learning programs.
Learning tools that improve workflow efficiency.
Expanding L&D value across the enterprise to drive results.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
THE AGILITY SHIFT: T-MOBILE DEVELOPS LEADERS FOR A VUCA WORLDHuman Capital Media
A volatile, uncertain, complex, ambiguous (VUCA) workplace requires a distinct set of leadership competencies: non-hierarchical influence, the ability to rapidly align across functions, creativity for drawing insights across domains, and most of all, “empathy,” the linchpin leadership skill in the modern workplace. Empathy allows us to imagine the world from different perspectives, unite across functions, generations, regions. Join Melissa Lanier of T-Mobile to learn about “The Agility Shift,” an award-winning leader development offering designed to equip people managers to thrive in an uncertain, complex, and ambiguous environment. The program, which will utilize cutting-edge virtual simulation technology, is designed to help leaders respond quickly and increase resilience by immersively preparing them for stressful encounters. Impact is measured on an individual, function and business level. Collectively, managers report learning how to “avoid tunnel vision,” "think on their feet," “respond rather than react” and embrace a positive mindset.
FUTUREPROOF YOUR ORGANIZATION: SUCCESSION PLANNING IN THE SKILLS ECONOMYHuman Capital Media
According to Bersin by Deloitte, only 33% of millennials believe their organizations are using their skills well, and 42% say they are likely to leave because they are not learning fast enough. Developing new knowledge, new skills and new abilities is critical to futureproofing your organization’s evolving talent needs. Additionally, assessing the abilities of your talent is essential to understanding the profiles of your employees and ensuring the right role is filled with the right ability. Whether employees need development or have mastered success, understanding the skill profile of your talent is critical to futureproof organizational growth and innovation. This session explores ways to fine-tune your talent’s abilities to perform their job duties as well as future ones.
Attendees of this presentation will have a clear understanding of:
Methods to assess the skills and abilities of your talent to ensure the right role is filled with the right employee.
Ways to incorporate development, skills assessments and succession planning into employee performance conversations.
How to create now the company culture you want to be then.
Many companies seem to have fallen victim to the ominous skills gap – but only because they’ve found it’s easier to place blame somewhere than to look at what they can do to fix it. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are lending to skill gaps? Have you done a formal assessment to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary as we re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently.
In this webinar, you’ll learn:
The factors that could be contributing to your skill gaps, and how to find and address the root causes
How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
How to start uncovering your organization’s skill gaps with a formal assessment
How to use modern training methods to bridge skill gaps by upskilling your workforce
Behind every successful organization is a great team of leaders. But despite billions of dollars spent each year on leadership development programs most companies are still failing their next generation of emerging leaders. In fact, according to Gallup, 50% of attrition is due to poor managers––which makes that the biggest driver of employee disengagement.
So why are leadership development programs failing? And how can we fix it?
Join us for a live webinar where we discuss reasons these programs fail and how to keep your leadership development on track. We’ll explore:
How to identify who should be a leader in the first place
The big, pervasive problem with leadership development
What to do with great employees who might not be cut out for management
The best traits to bring out of your emerging leaders
And more!
Design Thinking is getting a lot of attention today, for many reasons. Innovation is the key to reinvention, which is the goal of organization’s who are looking to future-proof and define themselves as leaders in the Experience Economy. Join Kristin Shackleford for a practical discussion to review the core principles of Design Thinking, and walk away with insight around:
Why it’s important
Who should participate
How to create a culture of Design Thinking
Practical ways to get started driving creativity and innovation that will make a difference to your customers and within your organization
REACHING THE BLUE COLLAR WORKFORCE: HOW POLARIS DEVELOPS TALENT IN 2019Human Capital Media
Traditional L&D isn’t obsolete, but it has become outdated. That’s why we collected data from nearly 800 workers, managers, and leaders from around the globe to gain some insights into where L&D and talent leaders can be more effective. The survey says…..L&D is falling short for the modern workforce. In fact, our respondents gave their employers an overall Net Promoter Score of -25 on their learning and development strategies. But many business leaders know this already. What they don’t know is how to fix it. The good news is that employees still love learning and they’re looking for organizational guidance. By honing in on the data and insights that impact how people — and companies — learn, you can make smarter investments in your most valuable assets: the skills of your people. Lucky for you, this event also includes a quick case study from Booking.com on how they are making this data come to life in their organization.
Register for this webinar to learn:
The difference between learning and acquiring new skills
How to apply hard metrics to your L&D strategy
How to align your employees’ learning goals with those of your larger company
How Polaris is putting the insights from the research to work at their organization
HIRING & FIRING AROUND THE WORLD: AVOID LEGAL TRIPWIRES IN THE TOP COUNTRIES ...Human Capital Media
The war for talent is heating up and businesses are smart to consider qualified, passionate candidates from around the world.
That said, hiring and firing in countries other than the U.S. comes with interesting (and often surprising) challenges.
In the U.S., companies can hire quickly as business entities are already established. They can fire quickly as well, so long as the reason isn’t illegal.
What many executive teams overlook is that this efficiency isn’t the same when expanding and adding team members globally. Internationally, hiring without setting up a subsidiary is impossible. And the concept of at-will employment, where companies can let go of employees at any time, does not exist.
What does this mean for your international expansion plans and your business? What would normally be an uneventful employment action or termination in the U.S. could blindside your company in an international context.
Navigating the intricacies of country-specific labor laws can feel like a minefield of potential legal exposure, expensive litigation, and costly payouts. It’s critical to be prepared before you make the first international hire.
In this webinar, you’ll learn:
3 things every HR lead needs to know when it’s time to hire globally
Surprising facts about employment law and benefits packages in EMEA, APAC and more
What U.S.-based HR teams need to know about the termination process in key expansion countries (and real stories from international HR specialists on the ground)
INNOVATION GENERATION: THE BIG HR TECH DISCONNECT WEBINARHuman Capital Media
Register for the webinar to hear:
From VP Proposition and Client solutions, Matthew Jackson about how organizations are driving the change needed for a competitive advantage.
Stephen Migliaccio, Director Global Provider Automation, share his thoughts on how HR technology and provider automation create a globally consistent employee experience.
James Knight, SVP Data and Analytics on how data and analytics is powering the future of HR.
Dont wait what 300 ld leaders have learned about building data fluencyHuman Capital Media
Data science and AI are impacting many industries globally, from healthcare and government to agriculture and finance. Everybody needs to be able to work with data the way everybody needed to start using email 20 years ago. As we wrote in Harvard Business Review, “Very few companies expect only professional writers to know how to write. So why ask only professional data scientists to understand and analyze data, at least at a basic level?”
But what value can data fluency actually add, what are best practices to build it into your organization, and what are the biggest challenges that businesses encounter in data-driven transformations?
To answer these questions and more, we conducted a survey of over 300 Learning and Development leaders from diverse industries including healthcare, technology, consumer goods, government, and finance. Join this webinar with Dr. Hugo Bowne-Anderson, a data scientist and educator at DataCamp, to find out what we discovered and what 300 L&D leaders have learned about building data fluency.
Learning Objectives:
What value can data fluency actually add?
What are the best practices to build data fluency in your organization?
What are the biggest challenges that businesses encounter in data-driven transformations?
As businesses become more technological (AI and robotics), there is a challenge and opportunity to, paradoxically, make them more human. The Business Roundtable talked about the importance of human stakeholders over just profit — but how close are we? Are those nice words? What would it take to make business and change more human? As a change, ethics and leadership expert with 40 years of experience, Paul Gibbons will talk us through conclusions from his new book “IMPACT.”
LEARNING OBJECTIVES:
1) Is the Fourth Industrial Revolution really "a thing?” What is it and what makes our time special?
2) What are the human implications of new technologies? Who will benefit? What is the potential harm?
3) What can workplaces and leaders do to equip themselves for these workplace transformations (future of work)?
Courage (noun): the mental or moral strength to venture, persevere, and withstand danger, fear, or difficulty. Author Ryan Berman has devoted the past three years interviewing many of the most courageous people and leaders on the planet. Through this experience, he learned that the companies that win share courageousness as a trait. Berman unveils how every brand can unlock courage in their people, leaders or culture. This presentation culminates with ways for the audience to take action today to transform from a Coward Brand or Stasis Brand into a Courage Brand.
After this discussion you’ll be able to:
Build a culture of empowered, courageous behavior and experimentation.
Utilize a modern day, step-by-step framework to becoming a Courage Brand.
Overcome the clarity epidemic we currently find ourselves in.
Create true conviction and healthy retention with your best people.
The Datafication of HR: Building your Business Case for Workforce Analytics and Planning
1. #WFwebinar
The presentation will begin at the top of the hour.
A dial in number will not be provided.
Listen to today’s webinar using your computer’s
speakers or headphones.
The Datafication of HR: Building
your Business Case for Workforce
Analytics and Planning
2. #WFwebinar
Tools You Can Use
Audio Control
– A dial in number will not be provided.
– Adjust the volume by sliding the
indicator in the Media Player box to the
left.
– Also check your computer’s volume for
external speakers or headsets.
3. #WFwebinar
Speaker: Dave Weisbeck
Chief Strategy Officer
Visier
Moderator: Lauren Dixon
Associate Editor
Workforce magazine
The Datafication of HR: Building your
Business Case for Workforce
Analytics and Planning
4. #WFwebinar
Tools
You
Can
Use
Speaker Bios
Resources
Media Player
Q&A
Slides
Twitter
Help
Post Event
EvaluationShare This
Group Chat
HRCI
WF Webinars
5. #WFwebinar
Tools You Can Use
Q&A and Live Group Chat
– Enter your first name and initial
and join the live discussion with
other webinar attendees
– Enter technical or content-
related questions into the Q&A
box
– Type your question in the space
at the bottom.
– Click “Submit.”
Q&A
Group Chat
6. #WFwebinar
Tools You Can Use
Twitter
- Click “Post” in the Twitter widget.
#WFwebinar
@WorkforceNews
7. #WFwebinar
1. May I receive a copy of the slides?
YES! Click on the resource list located on the top left
portion of your screen.
2. May I review the webinar recording at a later date?
YES! You may log in again using today’s link to review the
presentation on-demand.
3. Is this webinar HRCI certified?
YES! The HRCI certification code will appear in the box to
the right of the slides after the required watch-time has
elapsed.
Frequently
Asked
Ques6ons
8. #WFwebinar
Lauren
Dixon
Associate
Editor
Workforce
magazine
The
Datafica6on
of
HR:
Building
your
Business
Case
for
Workforce
Analy6cs
and
Planning
9. #WFwebinar
Dave
Weisbeck
Chief
Strategy
Officer
Visier
The
Datafica6on
of
HR:
Building
your
Business
Case
for
Workforce
Analy6cs
and
Planning
10. The Datafication of HR:
Building your Business
Case for Workforce
Analytics and Planning
Dave Weisbeck, Chief Strategy Officer
JULY, 2015
11. Agenda
• The drivers behind the Datafication of HR
• How to build a Business Case for Workforce
Intelligence
• With examples of Workforce Intelligence in
action
12. Analyze
Go from data to insight
Align
Go from insight to plans
Act
Go from plans to outcomes
Maximize your Business Outcomes,
Through your People
13. Where are our
recruiting
bottlenecks?
How can we
retain critical
employees?
What if?
How well did we
plan?
How do our total
workforce costs
breakdown in our plan?
Should I give
my team
member a
raise?
What are our
total workforce
costs and how
are they
changing?
How can we connect
Total Rewards to our
bottom line?
How will
turnover
impact our
future
workforce?
Which workforce
scenario will
best meet our
business goals
and budget?
Where should we
allocate people to
support the
business?
Which Critical
Talent is at risk of
resigning?
Who should I
promote?
Workforce Analytics
Workforce Planning
Workforce
Intelligence
14. Enabling HR and the business with
Visier Workforce Intelligence solutions
could be the most impactful action you
take this year.
16. Q: To capitalize on the top-three global trends which you believe will most transform your
business over the next five years, to what extent are you making changes, if any, to the
following areas?
CEOs Recognize Talent is the Key
17. Great HR Leads to Great Companies
“Eight years of research into Watson Wyatt's Human Capital Index® (HCI) has
consistently found a strong correlation between effective HR program design
and financial performance. Indeed, the link goes beyond correlation: Effective
HR programs are a leading indicator of financial performance.”
Towers Watson
We found that companies that are stronger in people management have
a correspondingly higher financial performance. … In contrast, companies
with the worst financial per-formance show a greater need for action across
virtually all 27 HR subtopics… This has been a consistent finding… it is clear
that the most successful people companies consistently outperformed
the market, by nearly 100 percent.
Boston Consulting Group
20. Analytic
Companies Win
Source: Sierra-Cedar, 17th Annual HR Systems
Survey
“… the effect of HR technologies for Top Performers as a
competitive advantage has minimized … So we dug deeper…”
Quantified
Organizations
have a 79%
greater Return on
Equity (ROE)
21. BersinbyDeloitte
Operational Reporting
Reactive Reporting of Operational & Compliance Measures •
Focus on Data Accuracy, Consistency, Timeliness
Advanced Reporting
Proactive Reporting for Decision-Making • Analysis of Trends
& Benchmarks • Customizable, Self-Service Dashboards
Advanced Analytics
Statistical Analysis to Solve Business Problems • Identification of Issues
& Actionable Solutions • Centralized Staffing & Integrated Data
Predictive Analytics
Development of Predictive Models • Scenario Planning •
Integration with Business & Workforce Planning • Data Governance Model
Level 1
Level 2
Level 3
Level 4
Source: Bersin by Deloitte, 2014
4%
10%
30%
56%
Bersin by Deloitte’s Maturity Model
22. Despite Demand, Organizations are “Stuck in Neutral”
5%
5%
4%
7%
8%
7%
Conducting multi-year workforce planning
Correlating HR data to business performance
Using HR data to predict workforce performance and
improvement
2015
2014
% of “excellent” ratings
Source: Global Human Capital Trends Study 2015, Deloitte
24. The Challenge
What makes creating a business case for Workforce Analytics and
Workforce Planning challenging?
§ The value in analytics comes in its application – not in, and of, itself
§ Planning value is generally long term
§ The potential applications are very broad reaching
§ Often, the value is only understand after the investment is made
§ Often the benefit is reduced risk, but how much?
Recommendation: Take a structured approach
25. The 5 Key Aspects of the
Workforce Intelligence Business Case
Start by:
1. Creating excitement about the potential opportunity
Then determine:
2. Efficiency gains
3. Direct workforce benefits
4. Business benefits
And remember:
5. Show (don’t just tell) people what they can achieve
26. Efficiency: Modernizing your systems
What systems will be sunset (turned off), and what is the savings in fees
or administration costs?
From Gartner’s, Business Intelligence
Platforms User Survey:
“… of the three main components of the cost of
a BI platform – software licenses,
implementation fees and administrative costs –
administration costs make up as much as
75% of the overall BI platform ownership
cost”.
27. What are your key business and HR objectives and
challenges? How are they connected?
Business growth in a new
product or service area,
without increasing costs
Business Objective/Challenge HR Objective/Challenge
Hiring, retaining,
developing, and
motivating critical talent
Developing an optimal
workforce plan -- the right
talent, in right roles, within
budget
Getting ahead and
proactively addressing
workforce cost changes
Finding new savings
through better talent
decisions
29. Hiring Critical Talent More Efficiently, and with Better
Outcomes
Common recruiting metrics, such as “time to fill” and “cost to fill,” do not answer strategic
questions about the quality and value of the people being hired, and do little to improve
recruiting effectiveness
30. The Hiring Pipeline
Source to Application to Employee
Quality Hire. Efficient Process. Effective Recruiters.
31. Retaining Critical Talent: From How Many are Leaving, to
Who is at Risk
New Big Data approaches can turn trends, into actionable insight
32. Retaining Critical Talent: More than measuring turnover
Understanding why:
§ Understand key resignation and retention drivers
§ Understand all aspects of turnover
33. Retaining Talent: What Action Should We Take?
Actions are often personal, and at the individual level:
§ Good analytics goes from the big to the small – macro to micro
§ Helps business partners and leaders make the right decision in the moment
34. Savings: Reduced Employee Replacement Costs
At a 5000-employee
company, a 10%
voluntary turnover
rate can convert into
more than $30
million in
replacement costs in
a single year
35. Savings: Hire, Develop, and Retain more Top Performers
• Analyze the characteristics, tenure, work experiences, and managerial
connections of your top performers
• Understand how to grow future top talent. Consider the build or buy
36. Developing an optimal workforce plan -- the
right talent, in right roles, within budget
37.
38. To meet our business objective, who, when, and how many
do we need?
41. Continuously forecasting and adjusting plans
§ Most compensation
analysis by HR is
annualized – dig into
actuals, it isn’t just for
finance
§ Forecast – take actuals
plus intended hires &
costs and project to
where you will end the
year – then evaluate if
you are on target
§ Review this monthly
with leadership
42. WORKFORCE COSTS
Transforming workforce planning
from a position-oriented process, to
a continuous, cost-driven process
has the ability to drive significant,
more quantifiable cost savings:
Calculate what a small
improvement in planning accuracy
can have on the bottom line
1% of $100 Million in workforce
costs = $1 Million / year
44. Getting ahead of workforce costs and how they are
changing
• How much does our workforce really cost?
• How can we optimize our workforce costs?
• How are our costs changing over time?
• Are we on track with our plan and budget?
• How can be better map to Finance?
Most HR departments lack a
complete view of workforce
costs
76% of CEOs have cut costs in
the last 12 months.
People are 70% of a
company’s cost – and are the
“final frontier” of savings in
competitive markets
49. #WFwebinar
Please complete the
webinar evaluation.
50. #WFwebinar
Join our next Webinar!
Making Talent Management Part of
the Business Strategy: Creating a
Sustainable Pipeline of High-
Potentials
Wednesday, July 29, 2015
Webinars start at 2 p.m. Eastern / 11 a.m. Pacific
Register for all upcoming Workforce Webinars at
www.workforce.com/webinars
OR click the icon on the widget bar!