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.
The Future of Employee Engagement: HR’s Critical Role in Driving Business Out...Human Capital Media
In today’s era of big data and mobile apps, the engagement technology landscape is being rapidly disrupted by startups offering solutions for weekly employee “pulse” surveys and continuous 360-degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: They provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates and retains an employee.
In the next few years, employee engagement will evolve dramatically. In an era of big data and mobile apps, the employee engagement revolution presents both enormous promise and, if not managed right, pain to HR. Join workforce analytics expert Dave Weisbeck as he examines this important topic.
In this webinar, analytics expert Dave Weisbeck will explore:
The global workforce trends driving the need for a more engaged and productive workforce than ever before.
HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
The intersection of leadership, culture, and engagement.
The past, present, and future of measuring and understanding workforce engagement.
Practical examples of how to uncover insights that move the needle for the business.
The Datafication of HR in 2016: Graduating From Metrics to AnalyticsHuman Capital Media
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business adviser and author Ram Charan, and Bersin Insights’ “Will HR Lose the Battle Over Analytics,” written by industry analyst Karen O’Leonard, 2016 represents a pivotal year for human resources.
The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market. As a result, the workforce is becoming an increasingly core strategic consideration to businesses. Yet the most commonly monitored workforce metrics do very little to deliver true insight into workforce topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Join expert Dave Weisbeck as he discusses how HR can play a more critical role driving business performance than ever before. In this informative webinar, Weisbeck will discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.
In this session, participants will learn:
Trends shaping the datafication of HR, including the case for and against splitting HR.
How HR can climb the workforce intelligence maturity curve, defining key terms and concepts.
The future of HR as a strategic advisor, with examples of how to graduate from metrics to analytics in: Recruiting effectiveness, Performance management, Talent retention, Comp and benefits, and Workforce costs
Common pitfalls to avoid.
Case Study: Building a Culture of Analytics in HR at MicronHuman Capital Media
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal.
Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance.
For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies.
Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.”
Long will share his team’s experience:
Developing global standards for workforce data.
Implementing a highly scalable solution for workforce analytics on demand.
Fostering a data-driven culture within HR.
Leveraging workforce analytics in HR processes, such as compensation reviews..
Speaker:
Tim Long - Director of Workforce Information Micron Technology INC.
As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
The Datafication of HR: Graduating from Metrics to AnalyticsVisier
Datafication is a new term used to describe the process of turning an existing business into a “data business.” In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Learn the difference between metrics and analytics, as well as key analytics and their values in these core areas:
Recruiting Effectiveness
Performance
Talent Retention
Employee Movement
Total Rewards
The challenges in today’s business environment require new approaches to remain competitive in an ever-shrinking world of global competition. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
View the full webinar recording here:
http://www.visier.com/lp/the-datafication-of-hr-graduating-from-metrics-to-analytics/
Download the companion white paper here:
http://www.visier.com/lp/wp-datafication-of-hr/
The Future of Employee Engagement: HR’s Critical Role in Driving Business Out...Human Capital Media
In today’s era of big data and mobile apps, the engagement technology landscape is being rapidly disrupted by startups offering solutions for weekly employee “pulse” surveys and continuous 360-degree feedback. These apps overcome a major flaw in traditional annual engagement surveys: They provide companies with an up-to-date measure of engagement and how it is changing. However, they do not solve the ultimate challenge of understanding what actually engages, motivates and retains an employee.
In the next few years, employee engagement will evolve dramatically. In an era of big data and mobile apps, the employee engagement revolution presents both enormous promise and, if not managed right, pain to HR. Join workforce analytics expert Dave Weisbeck as he examines this important topic.
In this webinar, analytics expert Dave Weisbeck will explore:
The global workforce trends driving the need for a more engaged and productive workforce than ever before.
HR’s critical role in connecting organizational innovation to technology innovation to achieve better performance.
The intersection of leadership, culture, and engagement.
The past, present, and future of measuring and understanding workforce engagement.
Practical examples of how to uncover insights that move the needle for the business.
The Datafication of HR in 2016: Graduating From Metrics to AnalyticsHuman Capital Media
With recent articles like Harvard Business Review’s “It’s Time to Split HR,” written by world-renowned business adviser and author Ram Charan, and Bersin Insights’ “Will HR Lose the Battle Over Analytics,” written by industry analyst Karen O’Leonard, 2016 represents a pivotal year for human resources.
The global economic recovery, compounded by demographic shifts, is moving power from employers to employees, turning labor into a seller’s market. As a result, the workforce is becoming an increasingly core strategic consideration to businesses. Yet the most commonly monitored workforce metrics do very little to deliver true insight into workforce topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Join expert Dave Weisbeck as he discusses how HR can play a more critical role driving business performance than ever before. In this informative webinar, Weisbeck will discuss how you can graduate from metrics to analytics, ramping up from operational reporting to strategic analytics and planning.
In this session, participants will learn:
Trends shaping the datafication of HR, including the case for and against splitting HR.
How HR can climb the workforce intelligence maturity curve, defining key terms and concepts.
The future of HR as a strategic advisor, with examples of how to graduate from metrics to analytics in: Recruiting effectiveness, Performance management, Talent retention, Comp and benefits, and Workforce costs
Common pitfalls to avoid.
Case Study: Building a Culture of Analytics in HR at MicronHuman Capital Media
Supporting 30,000 employees worldwide, the Workforce Information team at Micron Technology Inc. has a clear vision: When someone thinks of analytics at Micron, they want that person to think of HR. For most companies today, that seems a tall order to fulfill. And with Micron’s highly technical staff of more than 10,000 engineers, it was a particularly bold aspiration. Over the past two years Micron’s Workforce Information team, working within the HR department, has made significant progress in achieving that goal.
Since implementing Visier Workforce Analytics in late 2013, Micron’s Workforce Information team has rolled out self-service analytics to more than 150 HR leaders and business partners and more than 800 business-area managers globally. As a result, Micron is uncovering new workforce insights that can be used to make decisions that are closely linked to business performance.
For more than 30 years, Micron’s teams of dreamers, visionaries and scientists have redefined innovation — designing and building some of the world’s most advanced memory and semiconductor technologies.
Join 2014 Brandon Hall Excellence in Technology award-winner Tim Long, director of Workforce Information at Micron, as he discusses his team’s journey in enabling HR to “demand evidence and think critically.”
Long will share his team’s experience:
Developing global standards for workforce data.
Implementing a highly scalable solution for workforce analytics on demand.
Fostering a data-driven culture within HR.
Leveraging workforce analytics in HR processes, such as compensation reviews..
Speaker:
Tim Long - Director of Workforce Information Micron Technology INC.
As the director of Workforce Information at Micron Technology Inc., Tim Long leads a team of business intelligence engineers, analysts and data scientists to create insight from workforce data. Long’s team supports Micron’s strategic commitment to data-driven decision making helping to inform people decisions with sound analytics. Long holds a bachelor’s degree in mechanical engineering from the University of Wyoming and a master’s degree in business analytics from New York University’s Stern School of Business
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
The Datafication of HR: Graduating from Metrics to AnalyticsVisier
Datafication is a new term used to describe the process of turning an existing business into a “data business.” In HR it refers to our increasing ability to use Talent Analytics to understand more and more about our people, HR practices and processes, and external demographics.
Global competition for talent, outsourcing labor, compliance legislation, remote workers, aging populations – these are just a few of the daunting challenges faced by HR organizations today. Yet the most commonly monitored workforce metrics do very little to deliver true insight into these topics. Leaders need to graduate from metrics to analytics, surfacing the important connections and patterns in their data to make better workforce decisions.
Learn the difference between metrics and analytics, as well as key analytics and their values in these core areas:
Recruiting Effectiveness
Performance
Talent Retention
Employee Movement
Total Rewards
The challenges in today’s business environment require new approaches to remain competitive in an ever-shrinking world of global competition. By graduating from metrics to analytics, HR professionals and leaders can better understand the contributing factors that are impacting their organization, and take the right actions to implement programs that will provide a true competitive advantage.
View the full webinar recording here:
http://www.visier.com/lp/the-datafication-of-hr-graduating-from-metrics-to-analytics/
Download the companion white paper here:
http://www.visier.com/lp/wp-datafication-of-hr/
A selection of slides from my presentation at the HR Metrics and Analytics for Strategic Decision Making 2017 conference, outlining my thoughts on capability, relationships, data and system needs
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
Enabling Success With Big Data - Driven Talent AcquisitionDavid Bernstein
Adopting an evidence-based recruitment marketing strategy is not just reserved for large employers. In fact, a targeted sourcing strategy can in some ways have a greater impact on small and mid-size businesses who need to allocate already-limited resources to the areas that will provide the most value. Ultimately, hiring the right candidate means profitability for your business. How can talent acquisition professionals gain the insights their organizations need to make better-informed decisions about their recruitment marketing efforts?
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
Nulearn provides an Opportunity to get Hr analytics certification from IIM Rohtak under India's Top faculties. Get Industry interactions, end term projects and more.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
As the complexity of workforce challenges continues to rise, so has the demand for more quantitative approaches to solving tough people-related challenges in organizations. To better understand the state of affairs in workforce analytics, we spoke with over 40 game changers to discover the problems they are trying to solve, the approaches they are using and the pitfalls they’ve encountered.
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
Big data, we’ve heard the phrase for quite some time, but how can human resources leaders get in on the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations – and practitioners – are thinking about the role of HR in organizations, uncovering never before seen insight. During this spotlight webinar, Alexis Fink, director of talent intelligence and analytics at Intel, will share insights on the evolution of talent analytics and offer practical tips for doing talent analytics well in organizations. She will also discuss some of the key questions talent analytics can answer, the methods you can use to answer them and the key capabilities needed to do the work.
During this webinar, attendees will hear:
How talent analytics has the ability to transform the decision-making process within an organization.
New methods of data collection, analysis and display – and the new questions we can answer with them.
Cautions to consider when developing and implementing talent analytics within your organization.
The Role of HR in Reinventing Organisations: Embracing People AnalyticsGlass Bead Consulting
Presentation given at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016
What features will successful organisations have in the future?
What impact will this have on HR and People Management?
What are the main opportunities of the Quantified Workplace?
Why has HR struggled with transforming itself?
What are the main challenges with our current HR Operating
models?
What are challenges of People Analytics and how do we
overcome them?
How can People Analytics help transform HR?
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
Tales of Learning and the Gifts of Footprints v4.2Darren Kuropatwa
Presented at the Richmond District Conference, Feb 2017.
Why does digital learning matter? In a society that is increasingly technophilic what are the new literacies we need to be aware of for our own learning and that of our students? How does this impact the way we think about and teach our children to become empowered and empathetic responsible citizens? Answers to these questions and more are shared through a series of powerful tales of learning.
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]Netex Learning
The role of L&D is changing. Ed Monk, MD of The Learning and Performance Institute, reviewed the changes his organisation have noticed within L&D departments and discussed what the future holds at i-love learning London event on November 16th, 2016.
Goal Summit 2016: The Science Behind Effective Teams at GoogleBetterWorks
Ever wonder what factors play into turning a group of individuals into an engaged, high-performing team? In this session from the BetterWorks Goal Summit 2016, Google's VP of People Operations Prasad Setty dives into Google’s best practices and recent research on the driving forces behind team effectiveness. You’ll walk away with practical applications and ideas for your own organization.
A selection of slides from my presentation at the HR Metrics and Analytics for Strategic Decision Making 2017 conference, outlining my thoughts on capability, relationships, data and system needs
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
HR Analytics and KPIs with LBi HR HelpDeskLBi Software
A well-designed and mature HR Case Management solution can provide great value through powerful analytics.
By delivering HR Help Desk Key Performance Indicators (KPI) in a graphical Executive Dashboard format, senior management will have the right information at their fingertips, in real time and with pain points clearly and visually presented, to make the critical decisions necessary to maximize organizational performance.
We will also show how this valuable data can enhance other KPI tools such as Balanced Scorecard analytics. Find out why Big Data analytics is truly a necessity to succeed in today's highly competitive business climate!
We will discuss and demonstrate how LBi HR Help Desk analytics can transform your organization by providing a keen understanding of your workforce dynamics, including exposure to general employee attitudes, management issues, festering labor disputes, and other workplace concerns that can impact productivity
Enabling Success With Big Data - Driven Talent AcquisitionDavid Bernstein
Adopting an evidence-based recruitment marketing strategy is not just reserved for large employers. In fact, a targeted sourcing strategy can in some ways have a greater impact on small and mid-size businesses who need to allocate already-limited resources to the areas that will provide the most value. Ultimately, hiring the right candidate means profitability for your business. How can talent acquisition professionals gain the insights their organizations need to make better-informed decisions about their recruitment marketing efforts?
Big Data, Business Intelligence, HR Analytics - How they are related?Shojibul Alam Shojib
Big data, business intelligence, and HR analytics are three buzzwords that are frequently talked about. Do you really know what they mean? And what added value does big data and business intelligence bring to the field of HR?
Nulearn provides an Opportunity to get Hr analytics certification from IIM Rohtak under India's Top faculties. Get Industry interactions, end term projects and more.
Inspirational approaches to HR data to drive better management and decision-making. On Friday 23 September 2016 we hosted a morning seminar for senior HR managers and executives on how to create business impact through HR & People analytics.
As the complexity of workforce challenges continues to rise, so has the demand for more quantitative approaches to solving tough people-related challenges in organizations. To better understand the state of affairs in workforce analytics, we spoke with over 40 game changers to discover the problems they are trying to solve, the approaches they are using and the pitfalls they’ve encountered.
Building Stronger HR Partnerships Through Talent AnalyticsHuman Capital Media
Big data, we’ve heard the phrase for quite some time, but how can human resources leaders get in on the action? One way is through the development and implementation of talent analytics strategies. Talent analytics is fundamentally changing the way organizations – and practitioners – are thinking about the role of HR in organizations, uncovering never before seen insight. During this spotlight webinar, Alexis Fink, director of talent intelligence and analytics at Intel, will share insights on the evolution of talent analytics and offer practical tips for doing talent analytics well in organizations. She will also discuss some of the key questions talent analytics can answer, the methods you can use to answer them and the key capabilities needed to do the work.
During this webinar, attendees will hear:
How talent analytics has the ability to transform the decision-making process within an organization.
New methods of data collection, analysis and display – and the new questions we can answer with them.
Cautions to consider when developing and implementing talent analytics within your organization.
The Role of HR in Reinventing Organisations: Embracing People AnalyticsGlass Bead Consulting
Presentation given at Workforce Analytics Summit in Sydney, Australia on 5th May 2016. #WFAS2016
What features will successful organisations have in the future?
What impact will this have on HR and People Management?
What are the main opportunities of the Quantified Workplace?
Why has HR struggled with transforming itself?
What are the main challenges with our current HR Operating
models?
What are challenges of People Analytics and how do we
overcome them?
How can People Analytics help transform HR?
HR ca not operate in traditional ways any more
The technology driven data management is a necessity .
HR analytic is pretty useful in driving crucial decisions.about work force
especially in IT sector.
Here are few tips.If you liked least you could do is to share
also read my latest book in Amazon
Tales of Learning and the Gifts of Footprints v4.2Darren Kuropatwa
Presented at the Richmond District Conference, Feb 2017.
Why does digital learning matter? In a society that is increasingly technophilic what are the new literacies we need to be aware of for our own learning and that of our students? How does this impact the way we think about and teach our children to become empowered and empathetic responsible citizens? Answers to these questions and more are shared through a series of powerful tales of learning.
i-lovelearning London 2016 | The Role of L&D in the Modern Organisation [EN]Netex Learning
The role of L&D is changing. Ed Monk, MD of The Learning and Performance Institute, reviewed the changes his organisation have noticed within L&D departments and discussed what the future holds at i-love learning London event on November 16th, 2016.
Goal Summit 2016: The Science Behind Effective Teams at GoogleBetterWorks
Ever wonder what factors play into turning a group of individuals into an engaged, high-performing team? In this session from the BetterWorks Goal Summit 2016, Google's VP of People Operations Prasad Setty dives into Google’s best practices and recent research on the driving forces behind team effectiveness. You’ll walk away with practical applications and ideas for your own organization.
How Content Strategy Drives the High Impact Learning OrganizationXyleme
According to research by Bersin, profits from High Impact Learning Organizations (HILO) grew three times faster than other organizations studied. So, what makes some Learning & Development organizations better than others? One core capability is Learning Content Strategy.
In this webinar, David Mallon, VP of Research at Bersin by Deloitte, will dive into the evolving nature of learning content and share findings from Bersin’s recent High Impact Learning Organization report. Joining David will be Michael Miller, Process and Standards Supervisor at Caterpillar, Inc. Together they will discuss how eLearning has become a small part of the larger pie that now includes the delivery of contextual-based content at the right time and in the right format to drive performance outcomes. Key takeaways for Senior Learning & Talent executives will include the methodologies used by HILOs to build a sustainable content strategy that helps companies solve business and operational problems.
Goal Summit 2016: The New Organization – Different by DesignBetterWorks
Today's digital world has radically changed the way we work. In this research-based presentation at Goal Summit 2016, the Principal and Founder of Bersin by Deloitte, Josh Bersin, reveals the latest research on what makes "the new organization" thrive. Based on research among 7,000 organizations in 130 countries, he highlights why the new organization is a "network of teams" and how culture, leadership, transparency and new models of management are critical to business success.
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
Are you ready for today's learners?
According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century.
Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
Part 7: How to actually improve engagement, not just pester your people with ...PeopleFirm
When we say, "employee engagement", what do you think of?
If you answered "a survey", you're not alone... but is a survey really the best way to dive engagement in your organization? We don't think so.
Part 5: Your people are where it's at. But do you have a strategy for them?PeopleFirm
Pretty much every organization will tell you that their people are their #1 asset. But they often don’t plan that way. Which means that HR departments are routinely forced to be reactive rather than proactive.
The problem is that while most companies have top-level plans for sales and capitalization, they often don't have one for their people. This needs to change. An impactful people strategy is the decoder ring that connects the dots between your corporate strategy and your people. It's a must in world where people are your last competitive frontier. Here's four things you need to know to create a great one.
How to make sure your structure is built for good, not evil.PeopleFirm
Today's world of work isn't like it used to be. Strict hierarchies, confusing matrix models, and layers of management are quickly becoming a thing of the past. But what do you do instead? How do you optimize your structure for peak performance?
To build a structure that supports and balances your organization (and your strategic goals), start by considering what good really looks like.
The ROI of HR: Building the HR SupergroupPeopleFirm
If you're in HR and you're not aiming for quantifiable business impact, you're missing the boat.
Sadly, in too many organizations, HR is perceived more as an administrative function focused on policy than as a strategic partner focused on increasing organizational performance. This, despite the fact that studies have long shown that a high-performing HR can drive close to 40% of overall business performance*.
In a world where people are your last competitive frontier, shouldn't HR be partnering with the business to drive that bottom-line impact?
We think yes! Check out our 3-minute postcard on how to increase the ROI of HR in your organization.
The Future of Corporate Learning - Ten Disruptive TrendsJosh Bersin
The corporate learning market is exploding with change, growth, and disruption. This detailed presentation discusses our findings and perspectives on all the changes taking place.
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
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.
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Creating a strategic, fact-based HR practice is the objective of every effective HR leader. However, achieving that goal can sometimes seem insurmountable, with traditional business intelligence and data warehouse projects often taking years before they start producing even meager results. But with the right approach, the truth is that you can lay the foundation for a data-driven HR function in a relatively short time if you follow some key workforce intelligence best practices.
In this webinar, workforce intelligence expert Dave Weisbeck will explain:
How to overcome the hurdles and avoid traps on the path to data-driven HR
Why combining workforce data with business data is the key to becoming strategic
Examples of quick wins you can make with workforce intelligence
Validating and Promoting HR Strategies with Data and AnalyticsMark Lawrence
CIPD HRBP Conference Address, November 2014 (London)
Disclaimer: Mark Lawrence is no longer an employee of IBM. This content was presented with permission, to the CIPD community; although IBM materials feature in this presentation, the views and opinions reflected belong to Mark Lawrence. To avoid compromising confidentiality, details relating to use cases have been removed; remaining material should be publicly available (references are included).
THE DATAFICATION OF TALENT MANAGEMENT: HOW PEOPLE ANALYTICS LEADS TO STRATEGI...Human Capital Media
According to Bersin by Deloitte’s HR Technology Disruptions for 2018 report: people analytics is now “a must-have domain within HR.”
The global economic recovery, compounded by demographic shifts, has moved power from employers to employees, turning talent into a seller’s market. As a result, the workforce is increasingly a core strategic consideration and top concern of the C-suite. Yet the most commonly monitored talent metrics do very little to deliver true insight into the workforce and its impact on the business–and Talent Management’s readiness to report more than basic metrics remains a serious issue.
Talent Management needs to graduate from metrics to people analytics–from information that only guides tactics to insights that drive strategy–and discover the important connections and patterns in their data that enable better workforce decisions. Join expert Dave Weisbeck as he discusses how Talent Management can use people analytics to achieve strategic excellence and play a more critical role in driving business performance than ever before.
In this informative webinar, Dave will show you how to transform your Talent Management, ramping up from basic operational reporting to strategic people analytics and workforce planning.
Topics will include:
Global and technological trends shaping the Datafication of Talent Management
How Talent Management can move up the people analytics maturity curve
What impact the advent of the people strategy platform plays in analytics maturity
Practical examples of how to graduate from metrics to people analytics in:
Recruiting Effectiveness
Performance Management
Talent Retention
Comp & Benefits
Workforce Costs
Common pitfalls to avoid with people analytics
Register for this engaging webinar to learn the ins and outs of the datafication of Talent Management and what impact it has your organization.
Workforce Insight And Change Making Comms V4 AaAladam
These slides provide an overview of how to do Workforce Planning & Analytics so leaders can make better, more informed decisions. Hope you like it!
Learn how you can drive your business forward with confidence by making decisions based on actionable insights gained from organizational data in real-time.
Marcus Baker: People Analytics at Scale
People Analytics Conference 2022 Winter
Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg
Unleashing the Power of Analytics: Driving Performance at the Intersection of...Human Capital Media
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
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Optimize T...Human Capital Media
For the past several years, workforce analytics have been “in neutral.” Meaning, there are a lot of organizations thinking about workforce analytics, but few are truly practicing them.
The competitive urgency is here, just as it has been for the past 3 to 5 years; however, in the past year, there has been an increased understanding that workforce intelligence is about making not just HR better but also the business better. It’s about not just understanding data-driven HR and the usual metrics, but also specifically how HR can connect what it’s doing to business outcomes. It’s about how HR can not only align with the business but also drive the business by making better decisions about the workforce. It’s about knowing and applying an in-depth understanding of organizational dynamics based on data.
Incremental progress is being made and increasingly more companies are looking to connect their talent and business data as a single source of data truth. Only then can HR make data-driven business decisions and develop a workforce plan that optimizes talent investments while effectively monitoring recruiting, development, engagement, productivity, accountability, retention and many other workplace initiatives.
Join Visier and guest Meghan M. Biro, founder and CEO of TalentCulture, for an informative webinar, where you’ll learn:
●Why talent acquisition and retention critically impact your business.
●How to develop and sustain a single source of HR data truth.
●How to connect workforce decisions to business outcomes.
●How workforce planning helps create a culture of collaborative productivity.
●How to drive and sustain real workplace accountability with data-driven initiatives.
The Current State of Virtual Workplaces and Their Effect on PerformanceHuman Capital Media
Over the past decade, distance-working arrangements have emerged as a potential business solution as technology improves and work-life balance becomes more important to current and future employees. The amount of telework done in the United States grew 79 percent between 2005 and 2012, and today there are whole industries where it’s rare to find a worker who hasn’t done some sort of telework. All participating organizations may use distance working to position themselves as an employer of choice to attract top talent and as a solution to low productivity and engagement levels.
Join us for this webinar, The Current State of Virtual Workplaces and Their Effect on Performance, and learn how organizations are seeing success with distance-working arrangements.
During this webinar, we’ll discuss the recent findings from a Workforce magazine and Inquisium study related to the current state of virtual workforces including:
How virtual work is selective among organizations and why.
How most virtual work arrangements came about.
How virtual working arrangements are having a positive effect.
The importance of employee feedback programs being used to gather data on organizations’ telecommuting programs and policies to measure their effect on engagement and performance.
Andy Vanzurpele HR Planning & Analytics - ING BelgiumHRmagazine
ING startte in 2013 met de uitbouw van HR Analytics om de HR-strategie datagedreven te maken.
Andy Vanzurpele leidde het project van meet af aan en wijst ons graag op een aantal successen en lessen die hij trok. In deze interactieve sessie schetst hij enkele concrete cases en toont hij hoe de resultaten werden toegepast binnen HR en de brede organisatie.
Engagement Is Overrated: Use Your Surveys to Drive Business ResultsHuman Capital Media
An employee survey can be a useful tool but only if it’s used to measure the right thing. Several areas are trending in the employee survey world now: empowerment, satisfaction, best place to work, commitment and engagement. There is even a vendor talking about sustainable engagement. The question is, can you demonstrate how your employee survey improves business performance by focusing on these areas?
Measuring engagement was thought to be the savior of the employee survey process. Unfortunately, engagement is not a business outcome, so simply measuring engagement won’t convince skeptical leaders that employee attitudes are important to business performance.
Join this webinar and learn how to:
Link employee attitudes directly to business outcomes (e.g., sales, productivity).
Prioritize interventions that have the greatest impact on business outcomes.
Focus front-line managers on the areas that will improve performance.
Apply survey best practices to your employee survey.
Show the business impact of improving key business drivers from your survey.
Similar to Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the Needle for 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.
Workforce Intelligence: How HR Can Make Data-Driven Decisions That Move the Needle for Business
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7. #WFwebinar
Sarah
Sipek
Associate
Editor
Workforce
magazine
Workforce
Intelligence:
How
HR
Can
Make
Data-‐Driven
Decisions
That
Move
the
Needle
for
Business
8. #WFwebinar
Ian
Cook
Director,
Product
Management
Visier
Workforce
Intelligence:
How
HR
Can
Make
Data-‐Driven
Decisions
That
Move
the
Needle
for
Business
9. Workforce Intelligence:
How HR Can Make Data-‐Driven Decisions that
Move the Needle for the Business
Ian
Cook,
Director,
Product
Management,
Visier
April
2016
10. Visier is how the best brands
achieve the best business
outcomes
11. Agenda
• What
is
driving
the
dataficaEon
of
HR?
• Why
is
data-‐driven
HR
stuck
in
neutral?
• How
can
HR
move
the
needle?
• How
can
I
start?
13. BeGer analyEcs, even beGer results
“Our research demonstrates that the journey to a mature analytics function
may not be easy, but it does pay off in better talent outcomes and efficiency
gains. In financial terms, the stock prices of these organizations outpaced
the S&P 500 by 30 percent, on average, over the last three years.”
“… we found little differences between Top Performers and all others,
leading us to recognize that the effect of HR technologies for Top
Performers as a competitive advantage has minimized…
Quantified Organizations, through their HR practices and technology
adoption, they support an environment of data-driven decision making.
Quantified Organizations have 79% greater ROE (return on equity)
than the Not Quantified Organizations.”
14. ExpectaEons for HR has changed
301
execuEves
from
companies
with
$1B
or
more
in
revenue
from
across
America—
represenEng
a
wide
range
of
industries—took
the
survey
conducted
on
Visier’s
behalf
by
Harris
Poll
in
February
2015.
15. 80%
say
their
company
cannot
succeed
without
an
asserEve,
data-‐driven
CHRO,
who
takes
a
strong
stance
on
talent
issues
and
uses
relevant
facts
to
deliver
an
informed
point
of
view
16. 78%
say
their
company
cannot
succeed
without
a
CHRO
who
takes
on
responsibility
for
contribuEng
directly
to
business
performance
20. Reactive Standardized Focused Strategic
Organizational
Focus
Goal
Respond
to
people
data
requests
Improve
HR
processes
Align
HR
with
the
business
Drive
business
outcomes
Reach
in
users
Analysts
&
planners
Plus
HR
&
ExecuEve
Leadership
Plus
all
business
leaders
Plus
all
people
managers
Frequency
of
use
One
off
Monthly
reports
&
annual
plans
Plus
self-‐service
analyEcs
&
monthly
plans
Plus
real-‐Eme
analyEcs,
conEnuous
planning,
&
forecasEng
Functional
Capabilities
Technology
Spreadsheets
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&
dashboards
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analyEcs,
what
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&
collaboraEon
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predicEve
analyEcs
&
workforce
modeling
Content
Standardiza6on
None
Basic
key
HR
metrics
&
headcount-‐only
planning
Plus
metrics
&
analyEcs
across
all
HR
topics,
&
cost-‐
driven
planning
Plus
workforce
modeling
&
connecEng
to
business
outcomes
Visualiza6ons
Basic
staEc
charts
Basic
to
intermediate
staEc
charts
InteracEve,
purpose-‐
built
visualizaEons
Advanced
interacEve,
purpose-‐
built
visualizaEons
Data
Management
Scope
Single
system
(e.g.
HRMS)
Limited
linkage
between
a
few
systems
(e.g.
HRMS
&
Payroll)
MulE-‐system
integraEon
(e.g.
all
HR
systems
+
benchmarks)
Plus
Big
Data
(e.g.
business
systems)
Effort
Manual
(new
each
Eme)
Manual
to
create
&
update
Automated
&
single
source
of
the
truth
21. 1. ReacEve
–
we
mostly
respond
to
data
requests.
Rely
heavily
on
spreadsheets,
and
don’t
connect
data
from
mulEple
systems.
2. Standardized
–
standard
reports
for
HR
&
business.
Connect
mulEple
HR
systems.
Core
metrics
defined.
3. Focused
–
All
business
users
have
self-‐service
analysis.
What-‐if
analysis.
All
HR
data
systems
connected.
4. Strategic
–
What
happened,
to
what
we
expect
to
happen
-‐
predicEons
and
projecEons.
External
&
business
data.
POLL
QUESTION:
Where
is
your
organizaEon?
22. The path to workforce intelligence maturity
Reactive Standardized Focused Strategic
Workforce Intelligence Maturity à
BusinessValue
Respond to
data requests
Improve HR
processes
Align HR with
the business
Drive business
outcomes
56% 30% 10% 4%
5% 10% 30% 55%
Current Capability:
Desired Capability:
(within 2 yrs)
23. HR’s readiness to take on talent challenges:
AnalyEcs one of the biggest gaps
Culture and engagement
Learning & development
Diversity & inclusion
Talent acquisition
22%
28%
30%
31%
31%
32%
37%
38%
40%
41%
Reskilling HR
Leadership gaps
Performance management
HR Technologies
Workforce capabilities
Talent analytics
But only 22%
say they are
“ready” to
effectively leverage
talent analytics
75% of
organizations say
that talent
analytics is
important
Source:
Global
Human
Capital
Trends
Study
2015,
DeloiBe
24. LimitaEons with tradiEonal approaches
Bad data
• Disconnected data
silos
• Inconsistent, non-‐
standard data and
metrics
• All past, no future
Costly, complex, & constrained capabiliEes
Limited insights
• PrimiEve reporEng –
how many, not why or
what next
• Lack of collaboraEon
and sharing
• Built for expert users
High risk
• Dependency on IT and
costly consultants
• Lengthy development
and deployment
• Expensive, with
ongoing hidden costs
26. “We believe that the next step in HR is to
focus on HR from the Outside In. In this
view, strategy is a window through which
HR professionals align their work to forces
and stakeholders outside their
organizaEon.”
Dave Ulrich
28. Use workforce intelligence to answer…
WHAT?
SO WHAT?
NOW WHAT?
What are the most
urgent business
implicaEons?
What should we do
differently to drive
business outcomes,
and is it working?
What is going on in
the workforce and
why?
30. Answer just three quesEons
WHAT?
SO WHAT?
NOW WHAT?
How does this
impact our
business? Does it
maGer?
What do we do, and
how do we know we
are being successful?
Analyze the situaEon
to understand what
has happened?
31. RetenEon
WHAT?
SO WHAT?
NOW WHAT?
How does it
impact customer
saEsfacEon?
How can we improve
retenEon of top
performers?
What is our
retenEon rate for
top performers?
32. • Discover
what
drives
resignaEons
to
create
programs
to
increase
retenEon
RetenEon
33. Diversity
WHAT?
SO WHAT?
NOW WHAT?
What impact does
diversity have on
store-‐by-‐store
revenue?
How can we opEmize
diversity in each store
to maximize revenue?
What is the diversity
raEo in each of our
retail stores?
35. Workforce planning and costs
WHAT?
SO WHAT?
NOW WHAT?
Are we tracking to
hit the cost targets
Finance set for this
year?
What changes can we
make in Eme to stay
within our budget
without a reducEon in
force?
What is the total
cost of our
workforce, including
conEngent workers?
36. Workforce planning and costs
• Create
a
plan
that
meets
business
objecEves
while
staying
within
cost
and
headcount
limits
set
by
Finance.
37. • What
workforce
metrics
(such
as
pay
per
FTE,
resignaEon
rates,
performance
raEngs,
etc.)
are
most
correlated
with
an
increase
in
revenue
(or
customer
saEsfacEon,
paEent
readmission,
sales
achievement,…)
per
full-‐Eme
employee?
Relate workforce insights to business results
38. Relate workforce insights to business results
• How
does
turnover
compare
to
sales
across
locaEons
over
last
12
months?
• How
do
tenure
and
performance
relate
to
the
profit
of
business
units?
• How
do
headcount,
turnover
rate,
and
total
cost
of
workforce
compare
to
revenue
by
locaEon?
• What
employee
aQributes
most
contribute
to
a
high
customer
sa6sfac6on
score?
• Does
employee
engagement
impact
profitability?
• Does
increasing
the
compa-‐ra6o
for
top
performers
in
criEcal
roles
increase
revenue
growth?
40. Becoming strategic
HR leaders who are proacEve users of data may have a beGer chance of
winning the CEO’s confidence.
HR ExecuEve, Gaining their Trust, Sept 2014
Another key finding is that HR leaders will have a seat at the table for strategic
discussions only if they can demonstrate the business impact of HR. …Our
experience has found that data-‐driven, analyEcal HR departments are more
likely to play a strategic role in their organizaEons, and the survey data
supports this.
Boston ConsulEng Group, CreaEng People Advantage, 2014-‐15
41. “Now is a unique opportunity
for HR professionals to posiEon
themselves as fact-‐based
strategic partners of the
execuEve board.”
McKinsey & Company, March 2015
42. Resources available at www.visier.com
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your
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