Performance analytics is a data-driven approach used to optimize how organizations manage and deploy learning and development that supports execution of business strategy. How are learning organizations today using data? How do they define and determine relevant analytics? Is there a critical shortage of analytics skills in the learning function? What outcomes are organizations realizing from their efforts when deploying performance analytics to drive learning and development (L&D)? Finally, how do we link learning analytics and business analytics to produce performance data that really deliver results?
In this session, we will share the results of a proprietary research conducted with hundreds of CLOs , in partnership with Human Capital Media, that delved into these questions… and more. We will shed light on best practices being employed and the challenges for learning leaders.
Learning Objectives:
Identify best practices and gaps in the adoption of analytics by learning organizations
Understand the difference and impact of learning analytics vs Performance analytics
Examine how analytics can transform strategy and outcomes for the learning function
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.
What Leaders at top companies do to drive predictive performance and engagement.Aon Hewitt Middle East
Insights into Aon Hewitt's global Top Companies for Leaders study, in particular, what leaders at top companies do to drive predictive performance and engagement.
According to Bersin by Deloitte, more than 95%* of CLOs feel it is critical to demonstrate the impact and value of training; however, less than 5% are confident in their ability to do so.
Are you able to easily connect learning to business results in your organization? For many L&D leaders this is a major problem, which stems from an outdated method of measurement, as well as inadequate measurement tools.
In this session, you will learn:
How to flip the traditional measurement model on its head and see it through a different lens.
Methods for measuring the impact on your business, whether it’s revenue, safety incidents, shrink or customer satisfaction.
Case studies of organizations that have demonstrated a bottom-line impact to their business and how they went about measuring it.
*Source: The State of Learning Measurement, Bersin by Deloitte/ Todd Tauber and Wendy Wang, 2015
Talent Analytics: Building Actionable Business Intelligence Across the Employ...Human Capital Media
According to recent study conducted by the MIT Sloan Management Review and IBM Institute for Business Value, “top-performing companies are three times more likely than lower performers to be sophisticated users of analytics, and are two times more likely to say that their analytics use is a competitive differentiator.”
In this webinar, KnowledgeAdvisors CEO Kent Barnett and Jeff Grisenthwaite, vice president of operations, will:
Describe how talent analytics can effectively be used to drive measurable improvement in your crucial human capital investments.
Present strategies for using talent analytics to identify critical, actionable business insights for programs such as on-boarding, learning, leadership, capabilities development and performance
Preview the new Metrics that Matter Talent Analytics Suite, slated for release in June.
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.
What Leaders at top companies do to drive predictive performance and engagement.Aon Hewitt Middle East
Insights into Aon Hewitt's global Top Companies for Leaders study, in particular, what leaders at top companies do to drive predictive performance and engagement.
According to Bersin by Deloitte, more than 95%* of CLOs feel it is critical to demonstrate the impact and value of training; however, less than 5% are confident in their ability to do so.
Are you able to easily connect learning to business results in your organization? For many L&D leaders this is a major problem, which stems from an outdated method of measurement, as well as inadequate measurement tools.
In this session, you will learn:
How to flip the traditional measurement model on its head and see it through a different lens.
Methods for measuring the impact on your business, whether it’s revenue, safety incidents, shrink or customer satisfaction.
Case studies of organizations that have demonstrated a bottom-line impact to their business and how they went about measuring it.
*Source: The State of Learning Measurement, Bersin by Deloitte/ Todd Tauber and Wendy Wang, 2015
Talent Analytics: Building Actionable Business Intelligence Across the Employ...Human Capital Media
According to recent study conducted by the MIT Sloan Management Review and IBM Institute for Business Value, “top-performing companies are three times more likely than lower performers to be sophisticated users of analytics, and are two times more likely to say that their analytics use is a competitive differentiator.”
In this webinar, KnowledgeAdvisors CEO Kent Barnett and Jeff Grisenthwaite, vice president of operations, will:
Describe how talent analytics can effectively be used to drive measurable improvement in your crucial human capital investments.
Present strategies for using talent analytics to identify critical, actionable business insights for programs such as on-boarding, learning, leadership, capabilities development and performance
Preview the new Metrics that Matter Talent Analytics Suite, slated for release in June.
Get your Insider’s Guide to Workforce Analytics. Learn the definitions of key terms, see examples of metrics and analytics, and discover how to measure your company’s workforce analytics maturity. Plus, learn about common approaches to workforce analytics and hear case studies of analytics in action.
This infographic summarizes the findings from our 2019 study into workforce analytics advanced adopters. We contacted 400 decision-makers in human resources and finance from organizations with 1,000 employees or more in the UK and the US across more than a dozen industries.
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Studies indicate that when companies commit to diverse leadership, they more easily attract top talent, outperform their peers, and can enter and succeed in previously untapped markets. To gain these advantages, business and HR leaders have been seeking insight into best practices for fostering and measuring diversity and inclusivity for several years. But as workforce demographics change, those practices are also evolving. By comparing results from the 2015 and 2019 Strategic Diversity Measurement surveys, we can see where the needle has moved and pinpoint what organizations need to do to advance their D&I goals.
In this webinar, we’ll cover
Strategic measurement as a tool to advance D&I initiatives
Research on the impact of organizational maturity in relation to strategic tasks
Improvements and best practices implemented by advanced organizations.
A Playbook for Diversity Analytics and Strategy DevelopmentWilliam Gaker
Diversity and Inclusion is an increasingly important topic for organizations; however, these initiatives are often misaligned across HR functions and not designed to address specific gaps.
This presentation makes the case that organizations should view the workforce as an integrated systems, use analytics to identify gaps in diversity, and create holistic strategies to address those gaps.
How “associate-first” learning drives more sales and satisfactionAxonify
Today’s digitally empowered shopper expects your associates to know more than ever. But it has been virtually impossible to get your frontline store associates the critical knowledge they need to deliver a measurable impact on sales, profitability, and store operations.
Join Axonify and At Home as we demonstrate how best-of-breed retailers are using “associate-first” learning to transform their bottom line.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Analytics is the hottest commodity on the job market today. Everyone wants to be an analyst and everyone wants analysis to inform their decisions. However barely scratching the surface reveals some disconnect between the Analyst community and their stakeholders ranging from expectations of actionability, to be able to understand the insights on the stakeholders side and the quality of problems being solved and the insights being acted up on from the analyst side. It leads to significant heartburn, churn and lost business opportunity. This presentation is a discussion on the drivers of the issues, possible solutions leveraging analytics and a framework for objective measurement of performance/contribution/action and growth & development. This was presented at TM Forum Live 2016 at Nice,France.
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
Technology has given birth to the latest disruption of Human Resources. Artificial intelligence. Virtual Reality. Data analytics. The list goes on.
Embrace The Tech Disruption explores:
- The use of Artificial Intelligence
- Data analytics and the hiring process
- The impact of the tech disruption on company budgets
- Technology solutions to day-to-day HR activities
Learn with the Flow: Digital Adoption Tactics That Drive Digital Transformati...Aggregage
As we look to tomorrow, it is time to ask ourselves what lessons have we learned and how do we create flexible organizations that can survive what the future holds. Stacey Harris, Chief Research Officer for Sapient Insights Group, will share insights, data, and tools that are helping organizations adapt and even thrive in this difficult environment. She’ll discuss the emerging trends in the Learning technology market, and how these exciting new approaches to creating micro, adaptive, and personalized content is changing the face of workforce development while creating strong connections to business outcomes.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
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.
This webinar on Enterprise Gamification Data was presented by Karl Kapp and Axonify on June 21, 2016. To view the recording visit: http://know.axonify.com/enterprise-gamification-webinar
Learning and Business Impact: Making the Case through Metrics and AnalyticsTuan Yang
Showing the effect of a solitary learning investment is easy. Answering the broader question of “What impact is L&D having on the business?” is tough. In this Presentation, you'll learn to guide assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
Get your Insider’s Guide to Workforce Analytics. Learn the definitions of key terms, see examples of metrics and analytics, and discover how to measure your company’s workforce analytics maturity. Plus, learn about common approaches to workforce analytics and hear case studies of analytics in action.
This infographic summarizes the findings from our 2019 study into workforce analytics advanced adopters. We contacted 400 decision-makers in human resources and finance from organizations with 1,000 employees or more in the UK and the US across more than a dozen industries.
HR Forum - The Latest HR Technology to Drive Productivity & Profit
NSWBC, Cornerstone OnDemand & AbilityMAP – July 14, 2016, Sydney Australia
Presentation covers key topics:
- A New World of Work in Australia and Beyond
- Mobility, and more important the rise of mobile devices, combined with social networking has changed our work models. Employees are now leveraging multiple devices to get work done no matter where they are.
- Data Driven - Organizations need deeper insights to solve for increasing skills gaps and talent shortages, developing future leaders, and improved employee engagement.
- Building your own Talent Management vision
Studies indicate that when companies commit to diverse leadership, they more easily attract top talent, outperform their peers, and can enter and succeed in previously untapped markets. To gain these advantages, business and HR leaders have been seeking insight into best practices for fostering and measuring diversity and inclusivity for several years. But as workforce demographics change, those practices are also evolving. By comparing results from the 2015 and 2019 Strategic Diversity Measurement surveys, we can see where the needle has moved and pinpoint what organizations need to do to advance their D&I goals.
In this webinar, we’ll cover
Strategic measurement as a tool to advance D&I initiatives
Research on the impact of organizational maturity in relation to strategic tasks
Improvements and best practices implemented by advanced organizations.
A Playbook for Diversity Analytics and Strategy DevelopmentWilliam Gaker
Diversity and Inclusion is an increasingly important topic for organizations; however, these initiatives are often misaligned across HR functions and not designed to address specific gaps.
This presentation makes the case that organizations should view the workforce as an integrated systems, use analytics to identify gaps in diversity, and create holistic strategies to address those gaps.
How “associate-first” learning drives more sales and satisfactionAxonify
Today’s digitally empowered shopper expects your associates to know more than ever. But it has been virtually impossible to get your frontline store associates the critical knowledge they need to deliver a measurable impact on sales, profitability, and store operations.
Join Axonify and At Home as we demonstrate how best-of-breed retailers are using “associate-first” learning to transform their bottom line.
Shifting Away From Annual Performance Reviews to Increase Productivity and En...Cornerstone OnDemand
Discover how shifting away from annual performance reviews can boost employee engagement and productivity within your organisation.
Presented by Geoffroy de Lestrange, Product Marketing Manager, EMEA Cornerstone
Analytics is the hottest commodity on the job market today. Everyone wants to be an analyst and everyone wants analysis to inform their decisions. However barely scratching the surface reveals some disconnect between the Analyst community and their stakeholders ranging from expectations of actionability, to be able to understand the insights on the stakeholders side and the quality of problems being solved and the insights being acted up on from the analyst side. It leads to significant heartburn, churn and lost business opportunity. This presentation is a discussion on the drivers of the issues, possible solutions leveraging analytics and a framework for objective measurement of performance/contribution/action and growth & development. This was presented at TM Forum Live 2016 at Nice,France.
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
Technology has given birth to the latest disruption of Human Resources. Artificial intelligence. Virtual Reality. Data analytics. The list goes on.
Embrace The Tech Disruption explores:
- The use of Artificial Intelligence
- Data analytics and the hiring process
- The impact of the tech disruption on company budgets
- Technology solutions to day-to-day HR activities
Learn with the Flow: Digital Adoption Tactics That Drive Digital Transformati...Aggregage
As we look to tomorrow, it is time to ask ourselves what lessons have we learned and how do we create flexible organizations that can survive what the future holds. Stacey Harris, Chief Research Officer for Sapient Insights Group, will share insights, data, and tools that are helping organizations adapt and even thrive in this difficult environment. She’ll discuss the emerging trends in the Learning technology market, and how these exciting new approaches to creating micro, adaptive, and personalized content is changing the face of workforce development while creating strong connections to business outcomes.
How Talent Analytics Can Help You Maximize Your HR StrategyGlassdoor
For most organizations, the promise of Big Data remains unfulfilled. The vast majority of organizations are stuck in a reporting cycle, churning out lots of metrics, but few insights or solutions. The ability to measure, analyze, and optimize talent practices is now critical to business success.
Many HR organizations have recognized this need and are starting to invest more strategically in measurement and analytics. With a plethora of data, recruiting is an area ripe to take advantage of analytics. With the right tools and capabilities, this data can be turned into competitive advantage.
Check out our webinar feat. Karen O'Leonard, VP of Benchmarking & Analytics Research of Bersin by Deloitte and Wiliam Blackstorm, Sr. Manager Sourcing & Market Intelligence & Director of Global Talent Analytics, Research Division of Cisco to learn:
-Where to start when analyzing recruitment data
-How to build an effective talent analytics capability
-How one organization, Cisco, is using analytics to develop a more effective recruitment strategy
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
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.
This webinar on Enterprise Gamification Data was presented by Karl Kapp and Axonify on June 21, 2016. To view the recording visit: http://know.axonify.com/enterprise-gamification-webinar
Learning and Business Impact: Making the Case through Metrics and AnalyticsTuan Yang
Showing the effect of a solitary learning investment is easy. Answering the broader question of “What impact is L&D having on the business?” is tough. In this Presentation, you'll learn to guide assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
Beyond Spreadsheets: How to Take Your Budgeting and Planning to the Next LevelProformative, Inc.
Video & Slides: http://www.proformative.com/events/beyond-spreadsheets-how-take-your-budgeting-planning-next-level
Technology is the key to unlocking the strategic value of budgeting and planning for your company. Join us as Adaptive Planning shares 6 proven best practices for best in class budgeting and planning and benchmarking data while delivering actionable advice on how to improve your company's budgeting and planning process. In addition, you will hear from Rick Smith, Manager FP&A at Engine Yard - a high growth technology company, who'll share how he's performing headcount planning, CapEx planning and more. Finally, you'll see an Adaptive Planning product demo of what strategic planning looks like when a company moves beyond spreadsheets.
You had a strategy. You were executing it. You were then side-swiped by COVID, spending countless cycles blocking and tackling. It is now time to step back onto your path.
CCG is holding a workshop to help you update your roadmap and get your team back on track and review how Microsoft Azure Solutions can be leveraged to build a strong foundation for governed data insights.
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.
Transforming the Modern PMO- Harnessing AI-Driven Strategic Portfolio Managem...OnePlan Solutions
Dive into this illuminating webinar to discover:
The Contemporary PMO: Explore the dynamic role of the PMO in today’s businesses and the necessity of marrying strategy with practical execution.
Strategic Portfolio Management Demystified: Gain a comprehensive understanding of Strategic Portfolio Management’s core principles, its relevance in the present landscape, and its future trajectory.
OnePlan’s AI-Enabled Advantage: Unpack how OnePlan’s AI-driven Strategic Portfolio, Financial, Resource, and Work Management Platform—integrated with tools like Microsoft Project, Project for the web, Microsoft Planner, Azure DevOps, Jira, Smartsheet, and more—offers a panoramic view of enterprise work. Grasp how this holistic perspective can empower PMOs to make data-driven decisions.
Integration Excellence: Learn the seamless way OnePlan integrates with Microsoft 365, maximizing collaboration, productivity, and strategic alignment across your organization.
Case Studies: Delve into real-life success stories where organizations have capitalized on the combined might of Microsoft 365 and OnePlan to redefine their portfolio management and align with their strategic imperatives.
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
Opticon 2015- Benchmark Your Optimization ProgramOptimizely
Benchmark Your Optimization Program
❯
Featuring speakers from Optimizely
Shana Rusonis, Content Marketing Manager, Optimizely
What does 'normal' look like for an optimization program? What about best-in-class? What are the opportunities and challenges facing teams that are optimizing, and how do they allocate their manpower and budget towards them? We sought out the answers to these tough questions for our first industry benchmark report. Join Optimizely for an in-depth discussion of how to quantify and benchmark optimization performance.
MOVING BEYOND EMPLOYEE ENGAGEMENT: THE EMPLOYEE EXPERIENCE INDEXHuman Capital Media
Employee engagement is often viewed as the proxy for employee well-being. The line of thinking is that if engagement is good, that means employees are good, resulting in better business outcomes for employers. But is employee engagement the best construct that employers should use to positively impact productivity and performance?
New research suggests while engagement is important, it’s only one piece of the broader picture — the entire employee experience. In reality, people want to work for a company that allows them to bring their full selves to grow and thrive. Creating this kind of workplace goes beyond just ensuring that employees are engaged — discovering the ingredients that create the most positive employee experience, then creating the conditions to cultivate them. When companies enhance the employee experience, business benefits directly.
Join Chief Learning Officer magazine and BetterUp for a lively discussion where we’ll discuss:
Key findings from our research of more than 17,000 workers.
What the Employee Experience Index is, and why you’ll want to use it.
Why the EX Index will change how you think about traditional learning & development.
Strategies for optimizing six key experience areas for better business outcomes.
The best companies boost revenues by not just building advanced pricing analytics programs but also developing relevant capabilities - people, processes, tools. A successful revenue growth program is a journey, and this presentation highlights the four areas where companies need to focus to become leaders. Brian Elliott (CEO of McKinsey Periscope) gave a version of this presentation at the Professional Pricing Society event in Oct., 2014.
IDC Study Commissioned by Microsoft Predicts Impact of Artificial Intelligenc...Barrie Sheers
IDC study commissioned by Microsoft predicts Artificial Intelligence (AI) will double the rate of innovation improvements and improve employee productivity gains by 1.5 times in New Zealand by 2021
COVID-19 has had a wide-ranging impact on the economy. Chisel Analytics surveyed over 100 leaders in analytics for their perspectives and the adjustments they're making in response.
Measuring Impact - Tying Learning to Strategic Business OutcomesAxonify
This webinar was recorded on Mar 9th, 2016. To get the full recording please visit: http://know.axonify.com/webinar-measuring-impact
59% of organizations we recently surveyed say that they have difficulty connecting learning to business outcomes1. This is a major problem given that many L&D leaders are facing pressures to not only provide other functions with accurate, actionable data, but also to utilize data for decision-making in their own organizations.
How to evaluation 70 20-10 learning ecosystems webinar slidesSprout Labs
70-20-10 blended learning ecosystems are more complex than traditional learning and development activities. They have more components and are connected in more complex ways. Evaluation methods such as post-course surveys don't work with 70-20-10 learning ecosystems, so we need different approaches and methods.
For many learning and development professionals evaluation is an afterthought, but at Sprout Labs we have repeatedly found that a well-designed evaluation approach can help to drive the success of the program.
During this interactive webinar we will explored:
how a mindset of prototyping and feedback can accelerate the maturity of a program
- how to build a culture of evaluation and research in your learning and development team
- technologies for embedding continuous measurement into learning programs
- the use of the Robert Brinkerhoff Success Case Method in the evaluation of 70-20-10 learning models.
The Most Effective Analytics Trends of 2019: Insights From Howard DresnerAggregage
Join Howard Dresner, founder and chief research officer of Dresner Advisory Services, as he shares his research on the analytics market from surveys with over 5,000 organizations. You’ll learn about the key drivers to business success with analytics and how predictive analytics can drive revenue.
Similar to Unleashing the Power of Analytics: Driving Performance at the Intersection of Learning and Business (20)
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 Benefits of Temporary Part-Time Jobs for StudentsSnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find temporary part-time jobs that fit your schedule and skills. Browse our listings and apply online today to secure flexible work opportunities that offer the perfect balance between career and personal life.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Unleashing the Power of Analytics: Driving Performance at the Intersection of Learning and Business
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Unleashing the Power of Analytics: Driving
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Frequently
Asked
Ques0ons
7. Driving Performance at the Intersection of
Learning and Business
Unleashing the Power of
Analytics:
8. Page 8
Presenters
Tracy Cox
Director, Performance
Consulting,
Raytheon Professional Services
Sarah Kimmel,
VP of Research,
Chief Learning Officer
magazine
9. Page 9
Seize the Moment
n Evolution/challenges of Learning Analytics
– Analytics has a lot of “buzz” right now in business but what is it really?
– In many organizations L&D continues to struggle to have a seat at the
table. But some organizations are ahead of the game here. What are
they doing differently?
– It’s not just about making the business case for learning anymore- in
some organizations, analytics has made it possible to problem solve,
choose between learning investments, and maximize the impact of
L&D. Analytics presents the opportunity to not just prove the value of
learning to the business, but substantially contribute to creating
business value.
10. Page 10
Research Methodology
n N=467
n Org size:
– Small (less than 1,000) 48%
– Mid-sized (1,000-5,000) 16%
– Large (more than 5,000) 36%
n Workforce distribution:
– 28% are domestic organizations located in one region
– 28% are domestic organizations with several regional locations.
– 12% are multinational organizations
– 32% are global organizations
n 65% are CLOs and senior HR and Learning Executives or
C-suite. An additional 16% are business unit, learning and
HR managers.
n Research conducted by survey in August 2015 to CLO
subscribers.
12. Page 12
Learning Analytics Definition
n Definition: Aristotle or Plato?
n Learning analytics is a data-driven approach used to optimize how
organizations manage and deploy learning and development that
supports execution of their business strategy. Examples may include:
– Analyzing Learning Management System (LMS) data to identify gaps, trends or
patterns over time.
– Using HR/Talent Management data analytics to investigate the relationship
between employee learning, job performance, business outcome, and financial
impact.
– Using data analytics to identify the gaps in the current L&D system and
prioritizing areas for improvement.
– Comparing employee learning data or outcomes across different workforce
segments.
– Measuring the effectiveness of L&D and the return on learning investments.
– Predicting the impact of alternative learning practices by extrapolating from
historical data.
13. Page 13
Half of all organizations are using HR and
business data in their learning analytics.
71%
54%
48%
11%
0% 20% 40% 60% 80%
Learning analytics (i.e. course and
curriculum completions, certification
level)
Performance analytics (i.e. business
KPIs [descriptive, diagnostics or
predictive])
HR or talent management analytics
(i.e. attrition, loyalty, education level)
None of the above
Sources of Data used by L&D
14. Page 14
At present, analytics practices more
involved than internal reporting are rare
45%
18%
10%
7%
29%
25%
29%
14%
0% 20% 40% 60% 80%
Internal reports or analytics (e.g.,
hours of training completed,
satisfaction with training)
Workforce segmentation (e.g.,
learning data comparisons among
groups of employees by business
External benchmarking (e.g., data
comparisons of common metrics and
rankings)
Predictive modeling (e.g., using
statistical analysis to project the
outcome of various L&D actions)
Types of Analytics used by L&D
Often Sometimes
15. Page 15
Organizations are the most likely to be using the kinds of
analytics that are less likely to produce effective action
23%
11%
8%
6%
44%
33%
32%
19%
34%
55%
60%
75%
0% 20% 40% 60% 80% 100%
Internal reports or analytics (e.g., hours
of training completed, satisfaction with
training)
Workforce segmentation (e.g., learning
data comparisons among groups of
employees by business unit, location,
function or job roles)
External benchmarking (e.g., data
comparisons of common metrics and
rankings)
Predictive modeling (e.g., using
statistical analysis to project the
outcome of various L&D actions)
Effective Action Taken on Analytics
Very Effective Somewhat effective Not effective
Relative
Success
Rate:
51%
61%
80%
86%
16. Page 16
60%
59%
47%
45%
39%
30%
29%
22%
18%
34%
41%
37%
30%
32%
23%
24%
27%
31%
0% 10% 20% 30% 40% 50% 60% 70%
To discover and leverage factors that increase
productivity/business performance
To better equip employees with the skills/knowledge
they need to support the business
To make data-driven decisions on learning investments
To better inform learning and development efforts on
the key factors of employee performance
To support long-term learning strategy for the
organization
To problem solve for critical business issues related to
learning and development
To better inform decisions on succession planning and
leadership development
To mitigate legal and compliance risk
To provide ongoing reporting of learning trends to
leadership
Motivations and Use Cases
Top 3 Motivation Used in the past year
Strategic outcomes, not compliance are the
primary motivations for using analytics
17. Page 17
DOES YOUR LEARNING ORGANIZATION PLAN TO INCREASE ITS
LEARNING ANALYTICS CAPABILITIES IN THE NEXT TWO YEARS?
YES
NO
Poll Question
18. Page 18
Analytics capability and use of analytics
software will grow quickly in the next 2 years
80%
20%
8 in 10 Organizations
plan to increase their
learning analytics
capability over the next 2
years
Yes
No
17%
33%
50%
Half of all organizations
will be using learning
analytics software in the
next two years
Currently
Use
Yes
No
19. Page 19
Lack of integration and skills in effectively
using analytics are the primary roadblocks
50%
48%
42%
36%
34%
25%
23%
22%
16%
14%
8%
0% 10% 20% 30% 40% 50% 60% 70%
Lack of analytics skills within the learning team
Lack of integration among various data systems
Lack of budget for analytics software/projects
Lack of management experience in effectively
using analytics data
Data not collected
Lack of buy-in from senior leadership about the
value
Difficulty explaining the results/data/value of
learning analytics
Difficulty getting consensus across the
organization on how to structure the data
Don’t know where to start
Difficulty hiring and retaining skilled and
experienced learning analysts
Concerns about data security
Roadblocks to increasing use of Analytics
20. Page 20
HOW SUCCESSFUL HAVE YOU BEEN AT USING ANALYTICS
EFFECTIVELY IN YOUR L&D ORGANIZATION?
HIGHLY SUCCESSFUL
MODERATELY SUCCESSFUL
SLIGHTLY SUCCESSFUL
NOT AT ALL SUCCESSFUL
NOT APPLICABLE
Poll Question
21. Page 21
How successful does L&D think it is at using
analytics?
8%
24%
34%
22%
12%
0% 10% 20% 30% 40%
Highly successful
Moderately successful
Slightly successful
Not at all successful
Not applicable
Top 32%:
Analytics
Vanguard
23. Page 23
Analytics Vanguard more likely to have an analytics
function, and more likely to have it attached to Corporate Strategy
47%
29%
17%
16%
7%
3%
0% 20% 40% 60%
Part of HR
Do not have
Part of Corporate
Strategy
Decentralized
Co-sourced
Outsourced
All Organizations
52%
5%
36%
21%
11%
6%
0% 20% 40% 60%
Part of HR
Do not have
Part of Corporate
Strategy
Decentralized
Co-sourced
Outsourced
Analytics Vanguard
24. Page 24
Vanguard use more sources of data and more
business data for analytics
71%
54%
48%
11%
85%
72%
54%
3%
0% 20% 40% 60% 80% 100%
Learning analytics (i.e. course and
curriculum completions, certification
level)
Performance analytics (i.e. business
KPIs [descriptive, diagnostics or
predictive])
HR or talent management analytics
(i.e. attrition, loyalty, education level)
None of the above
Data Sources Used by L&D
All Organizations Analytics Vanguard
25. Page 25
Vanguard significantly more likely to use more
analytics practices- and go past reporting
45%
18%
10%
7%
73%
41%
22%
16%
0% 20% 40% 60% 80%
Internal reports or analytics (e.g.,
hours of training completed,
satisfaction with training)
Workforce segmentation (e.g.,
learning data comparisons among
groups of employees by business
External benchmarking (e.g., data
comparisons of common metrics and
rankings)
Predictive modeling (e.g., using
statistical analysis to project the
outcome of various L&D actions)
Types of Analytics used often by L&D
All organizations Analytics Vanguard
26. Page 26
Vanguard organizations have an 18%
higher success rate with using internal reports
67%
45%
40%
25%
93%
75%
70%
51%
0% 20% 40% 60% 80% 100%
Internal reports or analytics (e.g.,
hours of training completed,
satisfaction with training)
Workforce segmentation (e.g.,
learning data comparisons among
groups of employees by business
External benchmarking (e.g., data
comparisons of common metrics and
rankings)
Predictive modeling (e.g., using
statistical analysis to project the
outcome of various L&D actions)
Effective action taken on analytics
All Organizations Analytics Vanguard
Relative
Success
Rate:
69%
72%
83%
100%
27. Page 27
Vanguard use analytics for more purposes,
and use it to problem solve for L&D
41%
37%
34%
32%
31%
30%
27%
24%
23%
64%
57%
56%
53%
43%
52%
29%
35%
41%
0% 25% 50% 75%
To better equip employees with the skills/knowledge they
need to support the business
To make data-driven decisions on learning investments
To discover and leverage factors that increase productivity/
business performance
To support long-term learning strategy for the organization
To provide ongoing reporting of learning trends to
leadership
To better inform learning and development efforts on the
key factors of employee performance
To mitigate legal and compliance risk
To better inform decisions on succession planning and
leadership development
To problem solve for critical business issues related to
learning and development
Use Cases
All Organizations Analytics Vanguard
28. Page 28
Vanguard leaders at all levels are more
likely to request learning analytics data
45%
41%
42%
24%
25%
17%
11%
72%
69%
64%
45%
43%
34%
22%
0% 20% 40% 60% 80%
Divisional business
leaders
C-Suite/Senior
executives
Line managers
Business analysts
Finance leaders
Board of Directors
Legal advisors
Groups requesting learning analytics quarterly or
more
All Organizations Analytics Vanguard
29. Page 29
Vanguard organizations are more likely to
package results for easy consumption
53%
51%
35%
29%
22%
18%
10%
65%
61%
52%
32%
30%
25%
4%
0% 20% 40% 60% 80%
Written report
In-person presentation
Dashboard
Available by request or on intranet when
needed
Scheduled email communications (i.e.
monthly or quarterly email newsletter)
Custom reporting/consultation work due to
strategic nature
Results are not communicated to leadership
How analytics are communicated
All Organizations Analytics Vanguard
30. Page 30
Vanguard organizations are more likely to have
increased business value on the harder business metrics
50%
36%
41%
31%
36%
31%
18%
20%
11%
69%
55%
52%
50%
47%
45%
31%
30%
13%
0% 20% 40% 60% 80%
Increased skills/capabilities in the workforce
Increased productivity
Increased employee engagement
Increased quality of product/service
Increased credibility of the learning function
with business leaders
Increased efficiencies in business processes
Increased revenue
Increased employee retention
Decreased legal costs and compliance fees
Business Outcomes from Learning Analytics
All Organizations Analytics Vanguard
31. Page 31
Vanguard organizations are less likely to
experience roadblocks with skills and buy-in
50%
48%
42%
36%
34%
25%
23%
22%
16%
14%
8%
36%
45%
36%
25%
18%
12%
20%
20%
4%
18%
10%
0% 20% 40% 60%
Lack of analytics skills within the learning team
Lack of integration among various data systems
Lack of budget for analytics software/projects
Lack of management experience in effectively using
analytics data
Data not collected
Lack of buy-in from senior leadership about the value
Difficulty explaining the results/data/value of learning
analytics
Difficulty getting consensus across the organization on
how to structure the data
Don’t know where to start
Difficulty hiring and retaining skilled and experienced
learning analysts
Concerns about data security
Roadblocks
All Organizations Analytics Vanguard
32. Page 32
Vanguard organizations are less likely to have a
manual process and more likely to have an integrated system
36%
32%
14%
10%
8%
17%
39%
12%
22%
10%
0% 20% 40% 60% 80%
It's a manual process
In-house systems for different
functions (not integrated)
Commercial systems for different
functions (not integrated)
In house system (integrated)
Commercial system (integrated)
Technology used to aggregate data
All Organizations Analytics Vanguard
34. Page 34
Vanguard organizations are more likely to
increase analytics capability and software use
85%
15%
Analytics Vanguard are
even more likely to
increase their learning
analytics capability over
the next 2 years
Yes
No
33%
32%
36%
The number of Analytics
Vanguard using
analytics software will
double in the next two
years.
Currently
Use
Yes
No
36. Page 36
Sources of Data Matter:
The LMS does not stand alone
n Analytics Vanguard are using more sources of data. Highly
successful organizations are nearly 5% more likely to use
HR data, nearly 15% more likely to use learning data and
nearly 20% more likely to use performance data than the
average.
n Reporting capability does not ensure the success of learning
analytics. To problem solve for pressing issues related to
learning Vanguard organizations are using workforce
segmentation, external benchmarking and predictive
analytics more than the average.
37. Page 37
Metrics Matter: More is More
n Analytics Vanguard are tracking more KPIs.
– They use every metric related to learning impact, learning efficiency
and business impact more than the average.
38. Page 38
Report more often, and further down the
chain of command
n Analytics Vanguard are delivering reporting on analytics more
often, and to employees at lower levels. In fact, among our
successful organizations, their line managers are requesting
learning analytics data almost as often as their divisional
business leaders.
– 64% of Analytics Vanguard say their line managers are requesting
learning analytics data quarterly or more compared to 42% of all
organizations.
n Enabling business leaders to understand how to best use
analytics to drive value is of critical importance.
– 36% of all organizations say that lack of management experience in
effectively using analytics is a roadblock. This is only 25% among the
Analytics Vanguard.
39. Page 39
Drive Business Value
n Analytics Vanguard are dramatically more likely to use
analytics to drive business value. And the greatest
differences are with the harder business measures.
– 19% more likely to experience increased productivity
– 19% more likely to have increased skills/capabilities in the workforce
– 19% more likely to have increased quality in products/services
– 14% more likely to have increased efficiencies in business processes
– 13% more likely to have increased revenues
– 11% more likely to have increased employee engagement
– 11% more likely to have increased credibility of the learning function
with business leaders
– 10% more likely to have increased employee retention.
40. Driving Performance at the Intersection of
Learning and Business
Unleashing the Power of
Performance Analytics:
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