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Workforce Planning and Analytics Virtual Workshop Broadcast Live From San Francisco California

December 1-2, 2010
This event has ended. Click Enter Event to view the archive.
Attend the workshops in San Francisco from your desk! .

The first 400 registrations are Free! Registration opened October 25th. 5 left as of November 18th.

Over 25 live sessions to choose from all focused on Workforce Planning and Analytics.

Track these learning credits for your certification in the IHR Workforce Planning and Analytics Program if you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with HR.com and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation arm of HR.com, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.




Conference Webcast Schedule
speaker
Presenters:
Mick Collins, Principal Consultant(SuccessFactors)
Darren Shearer, Senior Research Consultant(EPI-USE Australia)
  

What's driving the shift to human capital measurement The need for every organization to develop an effective workforce planning and analytics program is perhaps the single greatest opportunity, and challenge, for the HR profession in the coming decade. The business drivers are unmistakable - with aging workforces, higher compensation & benefits costs, and a scarcity of staff in many critical job roles, using data to measure the efficiency and effectiveness of the workforce ensures that talent acquisition, deployment, and retention strategies are closely aligned with business objectives. This workshop will outline several factors driving the adoption of human capital measurement today, helping participants build a business case for implementation within their own organizations.

speaker
Presenters:
Darren Shearer, Senior Research Consultant(EPI-USE Australia)
  

Increasing the Effectiveness of Strategic Workforce Reports

speaker
Presenters:
Mick Collins, Principal Consultant(SuccessFactors)
  

Building Analytics Programs The Basic requirements.

Improving how your organization uses human capital data for strategic decision-making is no easy task. Challenges range from the strategic (deciding what human capital issues are most in need of

investigation) to the operational (creating a communications plan to announce the initiative). Failure to resolve the most important issues when rolling out a new program can result in delays, confusion, and resistance. This session will illustrate several of the most important decisions practitioners need to make when building an analytics program

speaker
Presenters:
Jac Fitz-enz, CEO(Human Capital Source Inc.)
  

Results from HR Market Intelligence Surveys, Market Overview and Trends

speaker
Presenters:
  

During the recession, websites like Forbes’ Layoff Tracker displayed a running list of companies that laid off hundreds, thousands or even tens of thousands of workers. Certainly, if CEOs had a more fluid method to relate slowing business performance to a decreased need for human capital in real-time they would have been able to gradually ramp down their staffing levels rather than decrease them so abruptly and publically.
As the economy rebounds, companies will be competing for the same top talent. Firms that have been strategic during the downturn by investing in streamlined processes and best-in-class technologies will be best poised to react quickly and snap up the most qualified talent first.
Human Capital Supply Chains defines the business processes, technology and organizations that are responsible for planning, hiring, onboarding and offboarding a company’s human capital. A new way for us to manage our human capital as efficiently and effectively as we manage all of the other parts of our business. Translating manufacturing and distribution supply chain lessons learned at Toyota, Walmart and Dell to the Human Capital Supply Chain is an obvious idea and makes perfect business sense. There is no doubt that if you want your firm to lead in the post-recession talent grab, you must start building your Human Capital Supply Chain now.

speaker
Presenters:
Bruce Murray, President and CEO(WANTED Technologies)
Tim Giehll, CEO of Bond Talent US and eEmpACT Software(Bond Talent)
  

Identifying the Talent Gaps and Using CRM Analytics Across the Five Types of Your Workforce to Find the Best Fit for Your Organization

This webcast is finished and will be archived shortly.

speaker
Presenters:
Harry C. Osle, HR Practice Leader(The Hackett Group)
  

This session will review the key trends and challenges impacting HR
organizations and how HR is responding to the changing business
environment characterized by re-emerging growth opportunities and
continuing pressures to operate efficiently. The session will delve into
analysis from Hackett's benchmarking research to detail the
characteristics of world-class HR organizations, and their ability to
achieve greater effectiveness and strategic alignment while spending
nearly 30% less per employee on HR and operating with 25% fewer HR
staff.

The session will explore Hackett's research, which details how
top-performing HR organizations focus in three key areas: operational
excellence; complexity reduction; and business enablement. In this way,
world-class HR organizations provide a better platform to drive
talent-related services, including improved performance in workforce
planning and analytics.

This session will also highlight selections from Hackett's HR Capability
Maturity Model, which offers more than 400 detailed process maturity
comparisons across Hackett's HR taxonomy. Using the model, companies can
easily identify specific areas where they can move from lagging to
exceeding or leading practices, to improve HR performance.

speaker
Presenters:
Brian Gaspar, HCM Product Strategy Director (Oracle Corporation)
Susan Wong, HR(Netapp)
  

The what and why of workforce optimization - building the Workforce Optimization Roadmap - real world examples of how to tie workforce strategies to business strategies.
Workforce optimization allows organizations to determine and execute the best course of action for new or predicted challenges to workforce goals that impact a company’s business strategy. Organizations that adopt workforce optimization will be able to complete the workforce strategy puzzle through the inclusion of workforce predictions, workforce modeling, workforce planning, and workforce implementation into their strategic core competencies.

speaker
Presenters:
Stacy Chapman, Co-founder and Owner(Aruspex Pty Ltd)
  

Drawing on lessons from more than 100 workforce planning projects, this session outlines the ten main reasons that workforce planning projects don’t deliver on the promise, and gives recommendations on how to avoid all of them.  From better business engagement to smarter project approaches, you will learn tips and techniques that ensure a really effective project. No punches pulled, no consultant speak, just sound advice about the challenges you really face! 
What Will Participants Learn?:
· Key risks for success of workforce planning projects and how to mitigate them
· Using modern change and project techniques for smoother workforce planning implementations
· Managing the human aspects of workforce planning change management 

speaker
Presenters:
Mike Psenka, President & CEO(Equifax Workforce Solutions ( formerly TALX ))
Jim Young, Director of Predictive Analytics and Modeling(Equifax Workforce Solutions ( formerly TALX ))
  

In this session, attendees will learn of ways they can begin integrating predictive analytics into their HR technology landscape to answer questions like: will this new hire be a top performer? Which employees are most likely to turnover in the first year?...and more. Dr. Jim Young, eThority’s Director of Predictive Analytics and Modeling, will explain the basics of predictive analytics, and how paradigm shifts in predictive modeling will increase the accessibility of this technology. eThority President and CEO, Mike Psenka will walk attendees through real-life scenarios with “user-obvious” predictive analytics tool, AnswerBridge, and demonstrate the answers are often not what we expect them to be.      

speaker
Presenters:
Rob Eidson, Other(No Company Selected)
Michelle Deneau, HR Business Intelligence Leader(Intuit, Inc.)
  

The purpose of this session is to give an overview for creating a team within HR which focuses on delivering Business Intelligence around the workforce.    At the completion of this session, attendees will:

  • understand the various options for creating an HR Business Intelligence team
  • Understand the advantages & pitfalls of various organization models AND reporting relationships
  • Understand the attributes of a truly effective HR BI team
  • Understand what HR needs to do to optimize it's  HR BI investment The
  • focus of this discussion will be based on practical experience with an emphasis on the creation of Intuit's HR BI team.

speaker
Presenters:
Marc Sotkiewicz, Partner/Senior Executive(Accenture)
  

HR's Role in Building a Analytics Organization and How it Transforms into an Analytics Focused Organization

speaker
Presenters:
Jason Averbook, CEO(Appirio)
  

The journey from basic reporting, to HR metrics, to talent intelligence that allows HR to measure the function to the business can be long and complex.  During this session, HR leaders will learn important steps that can help move their organization moving forward along this journey. Knowledge Infusion will discuss how to measure the maturity of an existing analytics strategy, steps to take to advance the strategy and what solutions are best suited based on current and future planned maturity in this area.


This interactive session will help leaders understand

·         What “talent intelligence” means in the industry and how to tailor that term to the specific needs of their organization.

·         How to create a strategy to drive business outcomes, and not just focus on measuring HR.

·         What are the various technologies in the marketplace, the impact of acquisitions in space, and overall TCO of various technical solutions.


Attendees and participants will leave the session with an understanding of strategies and best practices to make the “right” technology selection for their organization’s current and future needs.

speaker
Presenters:
Al Adamsen, Manager(Kenexa Inc)
Heather Whiteman, Workforce Planning Lead(Pacific Gas & Electric Co)
  

Using Analytics to Identify Critical Roles and Skills: Requirements to execute the organizations overall business strategy.

speaker
Presenters:
Jeff Higgins, CEO(Human Capital Management Institute(HCMI))
  

Accounting has a more than 400 year head start on HR as a profession. More importantly, accounting has international financial reporting standards (IFRS) and Generally Accepted Accounting Principles (GAAP), in addition to standard setting bodies who continuously update and issue new guidance. HR struggles to create even the simplest of common definitions for workforce measurement, reporting and analysis. This presentation will show attendees why this issue is critical to data driven decision making for the workforce and how HR can get in front and lead their organization into the future.

 

What Will Participants Learn?:

Participants will gain/learn

-       A sample set of metric, reporting and analytic standards and processes

-       The importance and value of standards for measurement, reporting and analysis

-       How measurement and analysis standards can bring the organization together

-       Insights into possible future SEC workforce reporting requirements for public companies

-       Where to go and how to start, building the business case for standards

speaker
Presenters:
Lois Melbourne, CEO(Aquire Inc)
  

Internal talent mobility (ITM), an area that can be governed by HR policy, has been found to have a link to company performance. Increasing internal talent mobility has been thought to have a generally favorable impact on the firm due to increased bench strength, the development of future leaders, increased employee retention, increased job satisfaction and decreased job placement lead time. Measuring internal talent mobility has been a blind-spot in traditional HR practices. This session will encompass: 1) a short review of ITM literature 2) a scan of metrics used for measuring ITM, 3) an exploration of ITM feedback loops and a discussion of how they can be used to conduct program evaluations and 4) a method to calculate the ROI of internal talent mobility programs. 

speaker
Presenters:
Dan Hilbert, CEO(OrcaEyes)
  

The 2 most Significant Changes to HR in 25 years: the new SEC Board Risk Regulations and the impact of Standardized Global, Human Capital and HR indices for measuring Workforce Performance and Business Risk.

speaker
Presenters:
Peter Louch, Founder and CEO(Vemo Inc.)
  

In 2008, when CP determined it needed to boost its workforce planning beyond typical supply analysis, it determined there were very few organizations conducting true demand planning on an organization-wide basis, taking volume and revenue factors and determining the needed staffing levels of the future workforce.  But there is a multi-million dollar optimization opportunity that could be achieved by having the right people at the right time.  Since then, CP has implemented a state-of-the art process that incorporates multiple historical and forecasted volume and revenue factors and allows user to model different staffing plans to meet those demand drivers.  By coupling this level of demand-based scenario planning with rich supply analysis, CP now has the ability to truly understand its supply gaps and the business is motivated to incorporate the workforce planning into its processes.  Attendees will leave the session understanding what a workforce planning model needs to look like to truly engage the business. 

speaker
Presenters:
Bill Gilmyers, Regional Director - North America, Strategic Member Services(SuccessFactors)
  

A look at strategies for maximizing employee retention, while driving organization performance.
The difference between retention and turnover management, how to manage employees to both stay with the organization as well as perform.  Will feature several case studies of organizations that have focused on employee retention, as well as a deeper dive the process that WellPoint used to save $6 million annually by reducing first-year turnover.
 

speaker
Presenters:
Vince Jajuga, Vice President of Business Development(Equifax Workforce Solutions ( formerly TALX ))
  

Learn how software giant Citrix Systems’ HR department is consolidating data from their diverse, best-of-breed applications into a single system to gain insight into the metrics that matter to their organization. Rich Berger, Senior Director of Global HRIS at Citrix will demonstrate how they’ve used DataTalent as part of their overall solution to deliver metrics on their workforce data surrounding headcount, compliance measures such as completion of required legal training courses and support of companywide KPI metrics via dashboards and flexible automated reports. Vince Jajuga, eThority Vice President of Business Development, will discuss elements to consider when selecting a workforce analytics product that encourages broad organizational adoption and comprehensive analytic capability. Attendees will leave the session with the knowledge to get started tracking and reporting on their own metrics.

speaker
Presenters:
Dan Hilbert, CEO(OrcaEyes)
  

Strategic Workforce Planning Hands-On Workshop: HR Delivering Bottom Line Company Value

speaker
Presenters:
Jeff Higgins, CEO(Human Capital Management Institute(HCMI))
Clint Nolen, Manager HR Systems & Analytics(Hunt Consolidated)
  

Rapid changes in the economic environment are driving organizations to adopt agility as a key strategic competence.  Organizations need to be able to rapidly shift focus, turn on a dime, or scale up or down in order to seize market opportunities.  Knowing exactly which shifts to make is nearly impossible without access to the right analytics.  This session will address key analytics that management and HR decision makers should have access to, as well as frameworks or methodologies organizations can use to manage the scenario planning and decision making that supports agility.
What Will Participants Learn?:
- Learn key analytics that management and HR decision makers should have access to when undergoing changes such as M&A, reorgs, and RIFs
- Understand frameworks and methodologies organizations can use for scenario planning and decision making 
- Gain real world examples of how companies get started in using analytics to guide organizational change

speaker
Presenters:
Anastasia Ellerby, Vice President(SuccessFactors)
  

The need for every organization to develop an effective workforce planning program is the single greatest opportunity, and challenge, for the HR profession in the coming decade.  The business drivers and data are unmistakable – a comprehensive workforce plan is absolutely necessary if firms are to innovate and remain competitive in today’s global economy, strategies that are hindered by the potential for talent shortages across many critical job roles (nursing, technology, engineers, etc).

Historically, HR has conducted workforce planning with “guesstimated” supply and demand forecasts, often maintained in a myriad of Excel spreadsheets. Thankfully, today’s HR leaders have access to a range of methodologies and models that combine traditional workforce plans with advanced predictive modeling that demonstrate:

1. How the demand for talent - across different job families - will vary according to forecasted revenue, operating expense, and profit targets (“demand modeling”).

2. The financial impact of future workforce plans, based on growth in compensation, benefits, recruiting, training and turnover costs associated with different talent management strategies (“what-if financial modeling”).

3. Impact modeling - the projected impact of various talent strategies (productivity improvement, retention, buy vs build) on mitigating risk to business strategy execution.

In this presentation Anastasia will share her experiences and using a detailed case study, illustrate how leading-edge HR leaders are raising the bar for their function – using advanced models to more precisely project the impact of talent management on financial goals and strategy execution risk.

speaker
Presenters:
Peter Louch, Founder and CEO(Vemo Inc.)
Howard Koenig, CEO(Aruspex Pty Ltd)
Mike Psenka, President & CEO(Equifax Workforce Solutions ( formerly TALX ))
  

Common Mistakes in Talent Analytics - Panel Discussion with Peter Louch, CEO of Vemo, Howard Koenig, CEO of Aruspex, Mike Psenke, President and CEO of eThority and Brian Kelly, past President of Infohrm.

speaker
Presenters:
Joe Dettmann, Senior Consultant(Towers Watson)
Rick Beal, Other(Towers Watson)
  

Towers Watson is using survey data in new ways to measure workforce motivation, leadership and performance.   Join Practice Leaders, Rick Beal and Joe Dettmann, while they discuss the current state of employee survey programs including how well they align to organizational cultures, business objectives and critical talent management priorities.  Grounded in global research, global employee survey data, and in-depth analysis of company experiences, Rick and Joe will present exponential engagement - a validated model which measures workforce efficacy from three angles: engagement, enablement and energy.  
 
Session Discovery Topics: 
 
· Using data to measure success and efficiency
· Current employee engagement levels, including top drivers of engagement
· Motivating your workforce – setting them up for success 
· Fostering physical, psychological and social well–being in the workplace 

speaker
Presenters:
Scott Pollak, Director(PricewaterhouseCoopers LLP)
  

Key results from PwC Saratoga's 2010/2011 US Human Capital Effectiveness Report
PwC Saratoga’s 2010/2011 US Human Capital Effectiveness Report contains hundreds of workforce and HR functional metrics providing organizations with evidence based information around their workforce and HR function. PwC Saratoga's Human Capital Effectiveness Report has helped thousands of organizations quantify the impact of their workforce and HR measurement programs. Some of the key highlights from the latest US report include:
- While the recession has taken a toll on workforce productivity, it has improved quality of hire
- Voluntary and high performer turnover have decreased sharply
HR costs climb while HR headcount decreases.

Join Scott Pollak as he shares results from the 2010/2011 US Human Capital Effectiveness Report, and discuss plans for the US and regional 2011 Human Capital Effectiveness Surveys.


Sponsors for this event:
   
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Comments
  • Angie Kutlik Are any of the power point slides for these presenations available? Thank you, Angie Kutlik angie@kutlik.com
    12/26/2010

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