Datafication Of Hr: Making The Transition From Metrics To Business Analytics

By: Ronald L. Adler

Recorded Session

Duration
60 Minutes

Training Level
Intermediate to Advanced

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Webinar Details

Leading organizations are using metrics to drive decisions around people. But how can we move from measures to analysis? Oftentimes, HR focused metrics fall short of delivering the types of insight business leaders need to drive business impact. This webinar will provide tools and strategies for using descriptive analytics, diagnostic analytics, and prescriptive analytics in Human Resources in a manner that will initiate better people intelligence. Participants will learn what it takes to make the transition from operational reporting to strategic analytics and impact.

WHY SHOULD YOU ATTEND?

HR Leaders who are able to take measures and metrics, and glean key insights can make great people related decisions and drive results. This webinar will help HR and business leaders to do a rigorous analysis of key HR data and become more impactful and strategic. This webinar will help HR leaders graduate from reporting on metrics to demonstrating sophisticated analytics that drive results.

AREA COVERED

Key trends driving the need for Datafication of HR
Definitions of key terminology related to Datafication and analytics
Comparison of metrics and analytics and when to use which
Integration of data and how to analyze
Define a variety of approaches to analytics including descriptive, diagnostic and prescriptive
Rigorous use of data
Data visualization to demonstrate key aspects or insights
How to build and articulate a business case
How to communicate insights and outcomes to senior leaders
Which areas of focus deliver the key insights which will drive business impact

LEARNING OBJECTIVES

Identify what trends are impacting the need for Datafication in HR
Identify the key differences between metrics and analytics
Define analytics and describe tools and strategies for using descriptive analytics, diagnostic analytics, and prescriptive analytics in Human Resources
Discuss ways HR can consider data in a rigorous manner and use it to
Use data and analytics to articulate a business case relative to people processes
Effectively communicate analytics stories to senior leaders
Identify key analytics that drive the highest level of business impact including recruiting, performance, retention, and compensation

WHO WILL BENEFIT?

Human Resources Executives and Professionals
Division and Department Heads
Manager
Supervisors
Team Lead
Individual contributors who need to deliver results through others
Consultants

Key trends driving the need for Datafication of HR
Definitions of key terminology related to Datafication and analytics
Comparison of metrics and analytics and when to use which
Integration of data and how to analyze
Define a variety of approaches to analytics including descriptive, diagnostic and prescriptive
Rigorous use of data
Data visualization to demonstrate key aspects or insights
How to build and articulate a business case
How to communicate insights and outcomes to senior leaders
Which areas of focus deliver the key insights which will drive business impact

Identify what trends are impacting the need for Datafication in HR
Identify the key differences between metrics and analytics
Define analytics and describe tools and strategies for using descriptive analytics, diagnostic analytics, and prescriptive analytics in Human Resources
Discuss ways HR can consider data in a rigorous manner and use it to
Use data and analytics to articulate a business case relative to people processes
Effectively communicate analytics stories to senior leaders
Identify key analytics that drive the highest level of business impact including recruiting, performance, retention, and compensation

Human Resources Executives and Professionals
Division and Department Heads
Manager
Supervisors
Team Lead
Individual contributors who need to deliver results through others
Consultants

SPEAKER PROFILE

Ronald L. Adler, president of Laurdan Associates Inc. has 42 years of HR consulting experience and has served as a consulting expert on work force, workplace, and HR management issues for The Wall Street Journal, HRMagazine, and other publications and newspapers across the country. Mr. Adler's research findings have been used by the Federal Reserve Board, the EEOC, the National Conference of State Legislatures, the National Federation of Independent Business (NFIB), insurers, and international organizations.

Mr. Adler is a frequent lecturer and author on HR management, employment practices, and UI issues. Mr. Adler is the author and editor of the Employment-Labor Law Audit (ELLA), the internationally recognized HR auditing and employment practices liability risk assessment process.

Mr. Adler is an adjunct professor at Villanova University where teaches a graduate level course in HR Auditing. Mr. Adler is also a certified instructor for The Chartered Property Casualty Underwriters (CPCU) Society on employment practices liability and HR auditing issues and has conducted continuing education courses for the American Institute of Certified Public Accountants (AICPA) and the Society for Human Resource Management (SHRM) on HR management and HR auditing topics. Additionally Mr. Adler has served as an adjunct instructor at the Baltimore City Community College on workplace diversity and sexual harassment.

Mr. Adler is an appointee to State of Maryland's Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State's UI Funding Task Force, the UI Advisory Committee, and the state's Workforce Training Initiative. Mr. Adler has served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference.