The “datafication” of HR has provided leaders with access to more metrics and analytics than ever before. Yet many organizations are struggling to turn those insights into action. It’s time to get real about what it means to have analytics as part of your HR strategy.
In this session, you’ll learn how to deliver value from people analytics and workforce planning by shifting your focus from data to decisions. Through examples from Fortune 1000 companies, you’ll see how organizations are utilizing data insights to take action on HR programs resulting in measurable impact on business outcomes.
After this session, you’ll understand how to:
Socialize people analytics in your organization and increase adoption
Refocus on business challenges and identify precise analytics to address them
Without strong Learning and Development (L&D) programs, employees may have a harder time being productive, moving up in the organization, and contributing to financial performance. Additionally, it can also lead to lower employee engagement and increased turnover.
Despite the clear positive effects of learning, I’ve repeatedly heard from L&D leaders that they lack insights into whether what they do impacts overall business goals.
Explore how to leverage analytics and artificial intelligence to shape how the business thinks about talent and the impacts of HR structure and its roles (HRBPs, COEs, and analytics) in HR Transformation.