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Workforce Planning and Analytics

August 19-20, 2013
This event has ended. Click Enter Event to view the archive.
Workforce Planning is the business process for ensuring that an organization has suitable access to talent to ensure future business success. Access to talent includes considering all potential access sources (employment, contracting out, partnerships, changing business activities to modify the types of talent required, etc.). Learn about the latest industry trends from your desk!

Do 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 process 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:
Steve Quinn, Sales Rep(HR.com)
  

Welcome to the Institute for Workforce Planning & Analytics August 19th & 20th Virtual Conference! Thank you to our HR.com members as well as our outstanding Speakers for your participation and support of this great program! We are pleased to present another impressive line-up of presenters with educational webcasts covering hot topics and the latest trends in the Workforce Planning and Analytics space. Today you will join Steve Quinn as he reviews the Institute's accomplishments over the past year and highlights what’s in store for the coming months. During this short, 15-minute session, Steve will provide an overview of the certification program, (have you signed up?) fill you in on what you have missed, and take a look at what is planned for the remainder of 2013. Throughout this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Help you become an expert in Workforce Planning & Analytics
• Learn why this Institute is important to the Workforce Planning & Analytics community and
• Learn how you can contribute to its success.
If you are new to the Institute for Workforce Planning & Analytics, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!
Welcome to the Institute for Workforce Planning & Analytics Virtual Conference! Thank you to everyone for your participation and support of this great program! We are pleased to present another impressive line-up of speakers and educational webcasts covering hot topics and trends in the Workforce Planning and Analytics space. Join Steve Quinn as he reviews the Institute's accomplishments over the past year and highlights what’s in store for the coming months. During this short, 15-minute session, Steve will provide an overview of the certification program, (have you signed up?) fill you in on what you have missed, and take a look at what is planned for the remainder of 2013. Throughout this session we will:
• Introduce you to the Advisory Board
• Introduce you to the Institute and the Certification program
• Help you become an expert in Workforce Planning & Analytics
• Learn why this Institute is important to the Workforce Planning & Analytics community and
• Learn how you can contribute to its success.
If you are new to the Institute for Workforce Planning & Analytics, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas. Don’t forget, this is a great opportunity to converse with our industry experts. Looking forward to your participation!

speaker
Presenters:
Angela Farabee, Sr. HR Analytics Specialist(Nestle)
  

This presentation will outline for the audience an example of how to conduct workforce planning without predictive models or even heavy use of HRIS data. As workforce planning can be defined many ways, the definitions and process used by the presenter will first be introduced.

Step 1 in the workforce planning process is business alignment which involves identifying key external and internal trends, business goals, and talent concerns. The example will walk through how buy-in was obtained from key technical leadership in a global manufacturing organization.

Step 2 is to identify the areas that should be addressed in a workforce planning effort. The example will walk through how this was done in this situation (e.g., we focused on technical skills, not leadership; we identified areas where we needed experts to make our product, and came to common definitions on the areas to which we were referring).

Step 3 is to identify the supply of the labor. Examples of the directions explained to raters will be discussed. At this step, the use of HR data will be brought into the presentation as HR data may be useful to understanding the supply (specifically retirement risk and turnover rates).

Step 4 is to identify the demand of talent. This step is tricky as the need for talent may not match the budget allotted to headcount. The example will outline how this was addressed.

Step 5 is to actually conduct the analysis. The example will walk through how an adjusted gap was used. That is, many of the individuals were experts for multiple areas in the company. If one of these experts leaves, it is likely more impactful to the business than if an expert with just one knowledge base leaves. The adjusted gap that was used is an indication of greater risk to the company.

Step 6 is the point where action plans are made and executed. The example will mention a few actions taken after the analysis.

The presentation will wrap up with key issues that came up throughout process taken in the example. That is, when this process is completed again, these “key issues” will be addressed ahead of time.

speaker
Presenters:
Nicole Dessain, Founder & Principal Consultant(talent.imperative inc)
  

Coming out of the recent global recession one would think that talent is abundant and will be so for time to come. Think again. Gloomy statistics predict that by 2020, the global labor market will face a shortage of 38-40 million college educated workers and 45 million secondary educated workers.

In this webinar I will explore five key talent supply and demographic trends behind these statistics that will provide you with insights needed for your talent planning process. Some of these trends will have a negative impact on talent supply while others offer a glimpse into new pools of talent. For each trend I will provide perspective on what the trend is about, what drivers are contributing to this trend, and what lessons (if any) have already been learned about this trend.

These are the five key trends I will discuss:
1.       BRIC “talent wars” and the surge of regional players in new emerging markets resulting in heightened talent competition
2.       Shifting demographics’ impact on mission critical talent pipelines
3.       A convergence of the education and immigration reform debate triggered by key skill shortages
4.       The new employment continuum and rise of the contingent workforce
5.       De-emphasis of formal degree and experience requirements presenting access to a broader talent pool

Have you started thinking about some of these trends already and are others new to you or strike you as provocative? Great – I would love to discuss any insights during the webinar!
I believe that if we continuously challenge our own assumptions and take a “Moneyball” approach towards talent supply pools we will not only contribute to our own organizational growth but also create sustainable workforce pipelines across the globe.

speaker
Presenters:
Al Adamsen, Founder and CEO(Talent Strategy Institute)
  

How is your organization’s talent strategy formulated? Who’s involved? How is it measured and managed over time? If people are an organization’s most important asset, then the conscious management of that asset should be a high priority. The fact is, however, is that most organizations don’t employ a systematic way of formulating, measuring, and managing talent strategy over time. This is risky, very risky. This session will explore how workforce planning, analytics, & prediction can help. Examples will be share of how it's being done effectively, efficiently, and with profound results. Proven frameworks, processes, and examples will be shared.

Workforce Intelligence Services, specifically Workforce Planning, Analytics, & Prediction (WP&A), has been a hot topic for many years now. It's interesting to talk about. It's accurate and worthwhile to discuss how data-derived insights can help HR be more strategic. It's even beneficial to explore how it can be done. That said, WP&A and other research-based services only become truly valuable when they're actually put into practice -- when leaders, managers, and HR business partners use workforce insight on a frequent, recurring basis to affect positive, planned change. That’s when we’re doing our job. The question for many is: How do I start? For others it's: How do I get to the next level? For still others it’s: Is this the most appropriate approach for my organization? Should we build internally? Should we go with a vendor? Should we outsource some of our analytical needs? What's this big data thing? What tools are available? What about social recruiting? These and other questions will be answered, as will arguably the most crucial one: What’s my best next step?

The session will delve into proven frameworks like the Data-to-Change Process, the Three Workstreams, the HR Linkage Model, and the Workforce Planning Model. It will also explore leading-edge thinking around Talent Strategy Formulation, Measurement, and Management. In the end, by attending this session you will be more educated on Workforce Intelligence Service, Big Data in HR, be inspired to advance your organization’s journey, and be clear on how you can leverage data and other assets to generate workforce insight on an ongoing basis.

speaker
Presenters:
Ron Romanski, CEO & Chief Strategist(Preactive Marketing)
  

Human resources, or sometimes referred to as Human Capital, goes beyond just focusing on diversity, demographics, and the skills and qualifications of your people. It also involves understanding your organization, how it performs, and how the people you bring in to the organization fit into the overall matrix.

Whether your organization is data driven or not – taking an apples to apples look at your data will help you make the right choices in your daily work lives and the future organizational direction.

This session will cover:

1. How to perform demographic research on your customers and compare them to your people.
2. How to perform market research on your customers, your people, and your organization.
3. How to cleanse your data to ensure you’re not looking at skewed results.
4. How this applies to HR – and why knowing your analytics will help you make better decisions in hiring and policies for the organization.

So why should you care about data?

Data is factual. Sure, you can manipulate #’s to make something look better than it really is….but the #’s still don’t lie. They give you a true assessment of what you’re doing, how it’s performing, and what you can do to improve the results.

This session will also discuss how to capture this data, how to analyze it, and how to report it to the appropriate stakeholders. (Your sales and marketing team will thank you for it – or, if they already have this information, you can save yourself a great deal of time and effort.)

speaker
Presenters:
Myrl Youngman, Principal Business Analyst(PeopleFluent)
  

Please note: This webcast does not qualify for Certification Credits.

InSight, the SaaS solution from the workforce planning and analytics division of Peoplefluent, is the solution with a “Business First” design philosophy that helps business leaders align workforce strategy with business goals.

In this democast, Myrl Youngman, Product Manager, will demonstrate key features of InSight: new boardroom-ready dashboards, intelligent agents and more. You’ll learn how to measure and quantify the people issues that CEOs are most concerned about, including:

• Is your current talent pool getting you to your business goals?
• What are your workforce trends?
• What’s important to measure when it comes to your workforce?

speaker
Presenters:
Richard Dealtry, Chairman(G-ACUA - The Global Association of Corporate Universities and Academies)
  

There are many emergent challenges facing the HR profession in terms of its present and future role. In this presentation Richard Dealtry explicates some of the key organizational dynamics and how they are being evolved in the context of real-time precision management processes, shaping and quantizing high level human energy and science-inspired practice to deliver business performances that meet private and public investors’ expectations with optimized resources.

It is intended that this practical, broadly-based scenario will provide valuable insights and channel towards a professional program opportunity where HR professionals can discover the nature of an extended important strategic role in evolving the essential multidisciplinary processes that will be necessary to satisfy the complete raft of company stakeholders in the future.

The presentation recognizes the need to move on from the age of one-dimensional, delayed action strategic thinking and move onwards and upwards into the new more dynamic age of ‘effective quantized strategic action as it happens’; all in an environment of front line new learning, instant knowledge retrieval for decision making and timely action facilitated by real time support systems.

On the basis of the evidence and experience gained so-far in the pursuit of recognizable and visible shareholder intellectual capital development, it needs much more so to be collectively inspired by top management. However, there needs to be a much higher degree of delegated decision authority for its detailed resourcing and action in the front line in all functions and departments. This implies new and more widespread higher levels of capability in executive management skills and competency at the front of organization.

The process adopted for finding optimum HR portfolio resourcing solutions is that of the corporate university blueprint open process. The disciplines of the quantum navigator have been embedded into it to help to inform the architecture of the blueprint process elements series to determine the most effective and efficient ‘quantum leap needs’ for both successful and cost effective outcomes.

By attending this event every professional HR Manager can take on the innovative mantle of holistic development and take the lead in employing and disseminating these important reality process disciplines. They will also come to recognize that when top management ask what the return on investment is on HR platforms that they will in-turn have a greater and more precise role to play in defining the strategic context for that RoI.

speaker
Presenters:
Favor Larson, Sr Business Services Consultant(TTI Success Insights)
  

As companies navigate the new economy in 2013, those who thrive will be agile, nimble and resilient. An agile organization thrives in competitive, rapidly changing markets, and an agile organization, also known as an entrepreneurial or resilient organization, is able to respond immediately to changing customer, market and employee demands.

In this session we'll uncover the history of agile organizations and discuss some tools you can use to transform your company into a thriving, agile organization. Some of the methods discussed will include how to ensure you have the right staff on hand to effectively respond to change, how to define your culture as an agile organization, how to develop employees so that they can effectively make decisions on their own and how to conduct effective strategic sessions to plan for change and growth using the Growth Curve model.

It is imperative that organizations are intentional about their plans for growth and success, and many organizations struggle to conduct and follow through with their strategic plans. The Growth Curve model, based on the book by James Fischer, is specifically designed to help organizations manage and plan for growth and change. The model is based on the philosophy that complexity increases as organizations add to their most valuable asset, their people.

There are 7 stages of growth and this model is most effective for organizations with 500 or less employees, and will also work for independent divisions of larger organizations that operate independently. This model in addition to the other methods discussed will help you and your organization become an agile, successful organization that is prepared for the future and any changes on the horizon.

speaker
Presenters:
Bill Luker Jr PhD, Founder and Chief Scientist(terranovumSolutions)
  

Big Data. Wait, is it Data Science? Or Big Scientists? Maybe “Big Data Science.” Then, there’s Analytics. What happened to analysis? Morphed into Big Data Analytics? Big Data Analysts?

Did I forget something? Some byte-laden bit, an acronym known only to the IT cognoscenti? A term already overused and under-defined? Or more accurately, prematurely defined, and on the way out, as evolutionary twists overtake all things big about data that were specified too early, in the rush to seize territory on an emerging continent?

In this presentation, I’ll help untangle the big confusion that is Big Data, emphasizing several points:

(1) Data is not information. It is the raw stuff from which information is extracted, like jet fuel from crude oil.

(2) Organizations both large and small have always had much more data than information.

(3) Data does not simply speak for itself, with information that can inform decisions magically jumping off the page. Importantly, adding more and more data to existing data does not magically transform it into information.

(4) So, in this context, what is Big Data? How big is Big? Where is it coming from?

(5) The advent of huge data sets has not changed one fundamental understanding: to acquire information, one must analyze data.

(6) The advent of Big Data actually drives this point home even more forcefully. Just like what happens in the process of refining crude oil into jet fuel, one must intervene, expend energy, and deploy technique and technology. But more important, one must deploy subject matter expertise, and both theory and practical experience in understanding the how and why of conducting research.

(7) So: is big data, more and more and more data, really better data? Sometimes, perhaps, yes; but often times, no. As of this moment, the advent of Big Data, even the mere awareness of its existence, has sent many people into a tizzy, because they understand that without analytical resources commensurate with the flood of data, Big Data has accomplished only one thing: an increase in the ratio of unprocessed data to information in all our organizations.

(8) The only things new about the current situation are software that more efficiently handles ever-larger volumes of data; the storage capacity of servers; and the speed with which data can be racked, stacked, and retrieved (or folded, spindled, and mutilated, as the case may be).

(9) What is new, however, is re-newed: the need for more and better analysis of the data you actually have, of whatever size. What does that entail for HR people? Learning how to ask and answer the following deceptively simple question: What do you want to know?


Sponsors for this event:

IHR Certifications
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