Overview of how to transform performance measurement, based on Dr. Dean Spitzer\'s book "Transforming Performance Measurement: Rethinking the Way We Measure and Drive Organizational Success"
Here's a link to the full resolution PDF http://static.klipfolio.com/ebook/intro-to-kpis-slides.pdf
In today’s ultra competitive business ecosystem, only the strong survive. In order to keep your team on top of their game, you need to cultivate a data-driven culture by sharing the right performance indicators and business metrics with your team.
A Key Performance Indicator is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organizations use KPIs at multiple levels to evaluate their success at reaching targets. High-level KPIs may focus on the overall performance of the enterprise, while low-level KPIs may focus on processes in departments such as sales, marketing or a call center.
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
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.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Here's a link to the full resolution PDF http://static.klipfolio.com/ebook/intro-to-kpis-slides.pdf
In today’s ultra competitive business ecosystem, only the strong survive. In order to keep your team on top of their game, you need to cultivate a data-driven culture by sharing the right performance indicators and business metrics with your team.
A Key Performance Indicator is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organizations use KPIs at multiple levels to evaluate their success at reaching targets. High-level KPIs may focus on the overall performance of the enterprise, while low-level KPIs may focus on processes in departments such as sales, marketing or a call center.
Importance of Employee Engagement Programs - Employee Engagement, Employee Em...Xoxoday
A brief guide explaining the importance of employee engagement in the organisation. This guide will explain, how employee engagement improves the business.
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.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Employee retention issues and analysisRehan Akhtar
It covers employee retention issues, reasons for attrition, attrition analysis, ways to reduce attrition and how to predict attrition using identified attributes
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Compelling forces in the business landscape drive the need for Integrated
Talent Management
Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
Human Capital Management is a Leading Indicator of financial
performance
Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
In addition, significant demographic and other trends will continue to drive
talent scarcity
Cost of Talent Acquisition and impact of losing Talent are both increasing
Talent Management is a key driver of Line of Sight and Employee
Commitment – both of which strongly correlate with improved company
performance
In today’s digital age, business practices are shifting from batch to real-time, retrospective to predictive, desktop to mobile, and corporate-driven to people-centric. HR leaders recognize that traditional approaches need to be recalibrated to drive higher levels of employee engagement and better alignment of talent practices with the growth strategy of the organization. Talent acquisition, performance management, and employee engagement are key areas that must be addressed as companies modernize their HR systems and revise their overall approach to managing people.
Join guest speaker Paul Hamerman, Vice President and Principal Analyst at Forrester Research to learn how HR is adapting to the digital age. In this webinar, you will learn how organizations are:
Driving business results with continuous employee performance as an alternative to the annual performance review
Driving higher levels of employee engagement by focusing on six key engagement levers
Transforming talent acquisition by focusing on the candidate experience
Modernizing traditional HR systems to leverage the benefits of cloud and digital experiences.
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Co-delivered with John Zettler to the HRANS Halifax Monthly Professional Dinner April 2010 This presentation focuses on the continuous process of Performance Management
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Employee retention issues and analysisRehan Akhtar
It covers employee retention issues, reasons for attrition, attrition analysis, ways to reduce attrition and how to predict attrition using identified attributes
This presentation details the big changes in the HR technology market for 2019. If you would like a copy of these slides, please register at https://joshbersin.com/hr-tech-disruptions-for-2019/
Compelling forces in the business landscape drive the need for Integrated
Talent Management
Research shows that companies with stronger Human Capital
Management outperform in both Total Return to Shareholders and
Annualized Return to Shareholders
Human Capital Management is a Leading Indicator of financial
performance
Significant improvement in engagement for the typical S&P 500
company is associated with an increase in revenue per employee of
$4,675 or over $93M per year.
In addition, significant demographic and other trends will continue to drive
talent scarcity
Cost of Talent Acquisition and impact of losing Talent are both increasing
Talent Management is a key driver of Line of Sight and Employee
Commitment – both of which strongly correlate with improved company
performance
In today’s digital age, business practices are shifting from batch to real-time, retrospective to predictive, desktop to mobile, and corporate-driven to people-centric. HR leaders recognize that traditional approaches need to be recalibrated to drive higher levels of employee engagement and better alignment of talent practices with the growth strategy of the organization. Talent acquisition, performance management, and employee engagement are key areas that must be addressed as companies modernize their HR systems and revise their overall approach to managing people.
Join guest speaker Paul Hamerman, Vice President and Principal Analyst at Forrester Research to learn how HR is adapting to the digital age. In this webinar, you will learn how organizations are:
Driving business results with continuous employee performance as an alternative to the annual performance review
Driving higher levels of employee engagement by focusing on six key engagement levers
Transforming talent acquisition by focusing on the candidate experience
Modernizing traditional HR systems to leverage the benefits of cloud and digital experiences.
Employee engagement is a property of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests.
Categories in employee engagement
Engaged
Not engaged
Actively disengaged
Engaged-
•The employee works in passion
•Highly motivated and ready to go extra mile
•Focused and keen to take up challenges
•Problem-solving attitude
Not engaged-
•They usually step walking through the day
•Zero energy and passion in the given work
•Putting in hours instead of energy
•Actively undermine coworkers and sabotage projects
Actively disengaged-
•Always complaint about the given tasks
•Try to demoralize colleagues also
•Lack of enthusiasm
•Failure to take responsibility
Aon Hewitt’s Engagement Model-
Aon Hewitt’s employee engagement research represents a variety of companies, industries, and geographic regions throughout countries in Asia-Pacific, Europe, Latin America, and North America. Research has shown that there are 21 areas, shown in the following diagram, known as “Engagement Drivers,” that can potentially drive people’s engagement.The Model goes beyond measuring people’s satisfaction with each of these drivers. The model prioritizes the areas for improvement based on their potential impact on engagement and, therefore, business performance.
http://www.gallup.com/topic/employee_engagement.aspx
Co-delivered with John Zettler to the HRANS Halifax Monthly Professional Dinner April 2010 This presentation focuses on the continuous process of Performance Management
This is the support deck for an introductory class I made for Junior Designers, Developers, Product and Project Managers to introduce them to the proper way to use wireframes.
I did this class already multiple times at General Assembly (London, UK), TechLab (Santa Clara, CA) and internally in my consulting job.
It's updated to OmniGraffle 6.
Same presentation, with Keynote:
http://www.slideshare.net/folletto/introduction-to-building-wireframes-with-keynote
The Ultimate Guide to Creating Visually Appealing ContentNeil Patel
From videos to infographics, I’m constantly leveraging visual media.
Can you guess why?
It’s because these visual content pieces are generating more backlinks than any other form of content I publish, which—in the long run—helps increase my search engine rankings and overall readership numbers.
So, how do you create these visual masterpieces? Well, this infographic should help you.
162 flashcards covering all of the formulas, concepts and strategies needed for the quantitative section of the GMAT. If, at any time, you need more information or instruction, each flashcard is linked to a video lesson (from GMAT Prep Now’s GMAT course)
Fintech and Transformation of the Financial Services IndustryRobin Teigland
Slides from our FinTech day as part of the Entrepreneurship & Innovation Concentration in the Stockholm School of Economics Exec MBA program in Stockholm, Sweden.
Anatomy of Brain by MRI
In this presentation we will discuss the cross sectional anatomy of brain. Then we will discuss the Most common diseases to be evaluated by brain imaging.
In my opinion this presentation is a road map for beginars.
By Patrick Neeman, UsabilityCounts.com & Dylan Campbell, Partner at Highlander Solutions
Mar 31, 2012: UX Speakeasy in San Diego, CA http://www.uxsconf.com/
5 Employee Relations Metrics you Should be Tracking & WhyDovetail Software
If tracked correctly, ER metrics can help determine the root cause of workforce trends in your organization. In this webinar, human capital strategy consultant and 20-year HR veteran Cathy Missildine-Martin will reveal five critical ER metrics you should be tracking and why.
Join us to learn:
* Why ER metrics are just as important to HR analytics as performance metrics
* How to use ER metrics to drive corporate policy change
* What ER metrics you should be tracking and what they reveal
* How to use technology to track, measure and report on ER metrics
This must-attend webinar will help ensure that you’re including the metrics necessary to paint a full picture of what’s going on in your organization’s workforce and have the insight you need to build an effective human capital strategy.
This presentation was given at GRC Conference in Boston (October 2010) and explains the importance of measuring performance for real value. It goes into the world of metrics and balanced scorecards
How Do You Measure The KM Maturity Of Your Organization Final Ver.Art Schlussel
This paper explores practical ways to measure the KM state of an organization, examines accepted KM initiatives used throughout the KM community, and identifies useful metrics for those KM initiatives. Included is the Army Knowledge Management Maturity Indicator tool. The tool will assist you in assessing your organization\'s overall level of KM maturity.
Most Common Data Governance Challenges in the Digital EconomyRobyn Bollhorst
Todays’ increasing emphasis on differentiation in the digital economy further complicates the data governance challenge. Learn about today’s common challenges and about the new adaptations that are required to support the digital era. Avoid the pitfalls and follow along on Johnson & Johnson’s journey to:
- Establish and scale a best in class enterprise data governance program
- Identify and focus on the most critical data and information to bolster incremental wins and garner executive support
- Ensure readiness for automation with SAP MDG on HANA
Future of Software Analysis & Measurement_CASTCAST
Read this informative presentation with contributions from experts on the Future of Software Analysis and Measurement: Dan Galorath, President & CEO of Galorath Inc and Bill Curtis, SVP & Chief Scientist, CAST will have an engaging discussion moderated by David Herron, VP, Knowledge Solution Services, David Consulting Group. These industry veterans will how SAM tools coupled with estimate models can impact organizational performance through increased ROI, customer satisfaction and business value.
To view the webinar, visit http://www.castsoftware.com/news-events/event/future-of-SAM?gad=ss
Minear & Company uses a customer-focused, data-rich approach to evaluating operational effectiveness and designing the high-impact solutions that promote greater efficiency
Measurement supports descriptions, and descriptions support arguments. But if descriptions are ambiguous or undisciplined, then both arguments and measurements are suspect. Don't offer "key performance indicators" (KPIs) unless you are sure what "performance" is, what "key" is, and what an "indicator" is...
Cloud computing is a major part of lives of many people already. Services such as Google Maps, Amazon Web Services, Microsoft Hotmail and Apple iTunes are taken for granted as convenient and simple ways to use sophisticated systems of computer. Services of cloud computing can be used to deliver a wide services range to users and have been in practice for many years.
This report analyzes the situation and identifies the elements of the business model that cloud computing as a new opportunity could transform, describes the concept of business that draws the vision of the strategic objectives and goals, and the principle that should direct this transformation. Further, report aims at detailing the strategy to implement the vision, and explains what is involved in business transformation model to realize an envision future by using a dynamic model of Managemnet Assignment help.
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
An overview of Santander's data journey in developing its strategic roadmap using enterprise architecture thinking, best practice data management frameworks and model driven initiatives.
References are given to find information on theory and frameworks with case study examples from Santander.
Description of how the balanced scorecard can be used for small businesses on the run, using one page business plan, by Warren Rutherford, Owner, The Executive Suite.
To view recording: https://youtu.be/GP7rtDLAYEg or watch the video at end of the slide
The Balanced Scorecard Institute and partner Informa Middle East invite you to participate in our upcoming complimentary webinar, ‘KPI Best Practices’, which will discuss the relationship between strategy execution and KPIs.
Developing meaningful KPIs to measure strategy execution is both an art and a science, involving a deep understanding of what to measure, how to measure, how to analyze performance information, how to report and clearly inform others regarding desired results and performance, and how to use the information to make better decisions.
This webinar introduces one of the main topics at our upcoming Saudi KPI for Business Strategy & Transformation workshop.
Join the Balanced Scorecard Institute's Howard Rohm, Co-Founder and President, and Suzy Nisbet, Senior Associate and Consultant, as they discuss developing strategic, operational, project, and organizational capacity KPIs, aligning KPIs to strategy, measuring intangible goals, streamlining measurement and reporting processes, and creating derivative KPIs for employees at all organizational levels.
Sharing best KPI practices from their worldwide client experience, this 40-minute webinar (followed by a 20-minute Q&A session) will provide the knowledge and insight to better understand the relationship between strategy and KPI's.
Webinar participants will learn how to:
• Improve managers' and employees' perception of the value and importance of measuring performance
• Lift the skill level of managers and employees in selecting meaningful measures and using those measures to make better informed decisions
• Use KPIs to build individual and collective accountability for results
1. Transforming Performance Measurement:
Rethinking How You and Your
Organization Use Measurement
Dr. Dean Spitzer
President
Dean R. Spitzer & Associates