HR Metrics and Analytics 2016

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Category HR Compliance;

Deadline: November 03, 2016 | Date: November 03, 2016-November 04, 2016

Venue/Country: San Francisco, U.S.A

Updated: 2016-10-07 19:21:07 (GMT+9)

Call For Papers - CFP

To be ahead of the game, HR professionals need to look out the windshield, not the rear view mirror. Keeping track of employee turnover and absenteeism are examples of HR metrics, not HR analytics. Metrics are data based on historical performance. They are useful in measuring progress, but they do nothing to help you make decisions that will change the future.

This workshop will teach participants how to identify the key human drivers that explain why some workers are high performing, what truly motivates people to work harder, what training courses deliver the most value to the Company and much more.

HR professionals have powerful intuitions and strong hunches, but to "sell" their ideas, they need data to back them up. This Seminar will help HR professionals test hypotheses and make a "business case" for their ideas.

Today, HR leaders can easily use technology to develop analytics and make key predictive decisions.

Learning Objectives:

Difference between analytics and metrics

How analytics can be used to significantly help the business

Case studies to demonstrate real life projects

How to develop an analytics model

Data needed and how to use Excel to develop analytic formulas

Using analytics in selection process, the biggest opportunity in the HR area

Areas Covered:

Availability and use of HR data

HR Metrics

Hypothesis generation

Pre-identifying the desired outcome

What to do with Predictive Analytics findings

Selecting the right interventions

Mixing art and science

Who Will Benefit:

This session will be of interest to all Global HR professionals with strategic responsibilities. But, specific HR functions will benefit from HR Analytics as follows:

Organization Development professionals will learn how to identify attributes of high performing employees

Recruiters will have tangible factors on which to decide whether candidates go forward or not

Hiring Managers can expect less training time and faster ramp-up time of new hires.

Co-workers will observe and appreciate new employees who fit the job and culture.

Compensation professionals will design very effective incentive plans based on statistically proven skills and behaviors.

Trainers will be able to identify or design training programs that have the most leverage on improving business performance.

HR Professionals

Note:

Use coupon code NB5SQH8N and get 10% off on registration.

For Registration:

http://www.complianceonline.com/hr-metrics-analytics-seminar-training-80356SEM-prdsm?channel=ourglocal