How HR executives should establish a game-plan for workforce analytics
How to craft a vision for your company
Ho to build an analytics network and use the data in talent decisions
As an HR leader in today’s ultra-competitive talent market, a critical role you play is that of chief talent officer – building programs that identify and deliver qualified people to the business. This is done in an environment characterized by unparalleled scrutiny of spend versus returns – are the investments we make in our people yielding the outcomes we seek? To answer this question, HR executives must be able to leverage data that measures impact, rather than activity, across the function, collaborating with the Heads of Recruiting, Learning, and Organizational Effectiveness, among other leaders.
Yet, while almost every HR executive rates analytics as important to their organization, research suggests a significant gap between “intent” and “action” – HR is simply not investing enough to build a sustainable capability – as opposed to ad-hoc projects – for workforce analytics. The consequence is that, without strong analytics, the HR function is essentially “flying blind” on how to optimize scare resources.
In this webcast, we will share our perspective on how HR executives should establish a game-plan for workforce analytics, from crafting a vision to building an analytics network and using the data in talent decisions. As an HR executive, you’ll leave with a clear blueprint for how your function should deploy analytics in 2016.
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