Workforce analytics are essential business tools to measure and improve workforce performance. In fact, almost two-thirds of businesses today use workforce analytics to gain more insight into people and performance.
To help businesses and their leaders find a winning formula for workforce analytics, SumTotal sponsored a research report from Harvard Business Review Analytics Services. This survey of nearly 500 global business leaders found a direct correlation between the effective use of workforce analytics and high organizational performance.
Unfortunately, few organizations consider themselves adept at using workforce analytics to get results, drive strategy, and guide decision-making. In this webinar, you’ll get the information you need to be successful with workforce analytics without having to be a data scientist.
Reports, dashboards, scorecards. They are developed to measure, monitor, and drive your business, but are often fraught with challenges, such as data inaccuracies, long time-to-produce, or lack of standardization.
Workforce planning and analytics empower organizations to gain an advantage by making better decisions about the workforce, through the use of data and facts, rather than guesswork or gut-feel. Unlocking critical insights to acquire, retain, develop, and optimize talent brings significant competitive advantage and enables HR leaders to build a workforce plan that supports the business plan.
Join this Webinar to receive your Insiders Guide to Workforce Analytics, and learn:
Definitions of key terms
Examples of metrics and analytics
How to measure your company’s “workforce analytics maturity”
HR, more than ever, is being held to the same standards as other business functions that are accountable for operating efficiently, delivering measureable business value and service satisfaction. The business functions we serve are expecting HR to think and operate just as they do.
In this story-based webinar, we’ll introduce you to a methodology grounded in analytics, flexible enough to be leveraged across all areas of HR, and used to address any type of problem or performance improvement opportunity. This simple tried and true methodology uses analytics to define and validate the problem, develop solutions that link to the actual root cause and provide a solid and aligned case for change. And, the best part, we’ll show an actual example of the methodology in action.
Please Note: This webcast does not qualify for educational credits.
If you think the concepts of “predictive analytics” or “Big Data” are intimidating, this product demo will change your mind. Organizations are gathering an incredible amount of important information about their employees. The issue is what to do with all of it. With the right strategy and the right technology, the answer is use it to tell stories that leaders can use to make critical decisions.
That is exactly what Modern Survey’s Heat does. It provides a single platform to report and integrate your employee, customer, and financial metrics. As time goes by and benchmarks are set, Heat begins to predict employee behaviors like intent to stay, employee engagement, and performance.
This demo will show how employee onboarding, employee engagement, performance, 360 degree feedback, and exit data can be displayed and combined with customer satisfaction as well as financial metrics to provide meaning and guidance to leaders.
The beauty is simplicity and flexibility. Heat doesn’t care where your data originates. It will gladly absorb and integrate data from different systems. The user interface is beautiful and intuitive so leaders of all levels will be able to easily navigate their way to the information they need.
Imagine getting the information you need, when you need it, wherever you are.
Join this product demo and learn how Heat can help provide you with the information and stories to help you optimize the employee experience.
Segmentation is a fundamental concept in managing the workforce and aligning workforce and business strategies. Typically most organizations segment their workforce on a job or organizational level basis. This approach is limited in that it doesn’t identify critical roles, or differentiate between “make” (i.e., develop people from within) versus “buy” (i.e., acquire ready made from the market) roles, or roles suitable for outsourcing.
There is a need to think about roles in new ways. It is contended that the workforce should best be segmented on a skills basis (both skills uniqueness and skills value). This model underpins the development of differentiated recruitment, engagement and development policies, and the reporting of human capital data (e.g., cost of turnover). It is the key to analyzing and understanding your workforce.
For many companies, it is difficult to translate theoretical knowledge of analytics into strategy for the business. You’ve read about it, you know you need it, but you just don’t know where to start. This webinar will begin with a brief history of the evolution of HR information and explain some of the differences between the stages of information progression. It will provide advice on how to best select metrics for HR and how to approach analysis is an organized way. Tracey will provide practical examples of how to provide value to the organization. Examples are provided using simple and more advanced techniques. The intent, however, is to show where value can be found in HR data and not to provide instruction on mathematical techniques.
This webcast is not intended for experienced analysts. It is an introduction to the topics of HR analytics and Strategic Workforce planning and the connection of both to HR strategies. No mathematical knowledge is required.
Please Note: This webcast does not qualify for educational credits.
What if you could confidently answer...
1. What is our actual headcount?
2. What is our profit per employee? Is it going up?
3. How does it compare to our competitors and industry leaders?
4. Which business units or regions have the highest or lowest goal achievement percentage? Why?
5. What is our voluntary turnover rate among top performers and how does that impact our ability to meet our strategic goals?
SuccessFactors Workforce Analytics provides concrete and actionable insights on workforce data to drive your business strategy today and help you plan for the future. You can take advantage of over thirty years of field experience and research to accelerate the positive impact it can have in your organization.
- Understand what’s happening in your workforce and why – Powerful, easy-to-use drag and drop interface allows you to correlate multiple data streams (core HR / talent data with financial / CRM / survey data) and analyze across measures and dimensions – all in one location.
- Hone business strategies - Identify the leading indicators of organizational effectiveness and formulate action plans to achieve your corporate goals.
- Improve workforce profitability - Create targeted initiatives based on empirical evidence, not “gut feelings”.
Complementing our Workforce Analytics application, customers can leverage With SuccessFactors Strategic Workforce Planning organizations to conduct sophisticated workforce modeling to create strategies today to insure their readiness for the future. This proven solution has been used by Fortune 500 companies around the globe for almost thirty years to help them inform business strategy and bridge the execution gap between strategy and results.
SuccessFactors Workforce Planning helps:
- Make Informed Decisions – formulate your strategy with greater confidence knowing your forecasts are based on credible workforce data from across your business systems
- Mitigate Risks – identify the skills and competencies needed to meet your growth strategy, any gaps produced by workforce projections and the associated risks
- Optimize Your Results - dynamically model different workforce scenarios and understand their financial implications – in real time - with robust “what-if?” financial modeling
Join us for an executive demonstration of the SuccessFactors Workforce Analytics & Strategic Workforce Planning demo and see why hundreds of organizations around the world rely on SuccessFactors to support data-driven talent management.
2013 was a big year for workforce analytics, and 2014 will prove to be even more impactful in the industry with analysts predicting that workforce analytics will become a “must have” tool for HR this year. But how to do you get started with this complex topic?
Join analytics expert Ian Cook as he provides an introduction to this complex topic, and shares the best practice approach to how you can get started with Workforce Analytics.
The Webinar will cover:
Introduction to Workforce Analytics: Moving from Metrics to Analytics
Factors Driving the Increased Demand for Workforce Analytics
Every leader uses data to help them make informed decisions, but not every leader is able to combine their organization's data to tell a cogent story with actionable next steps. That is changing as organizations of all sizes can leverage the power of integrated and predictive analytics. Modern Survey co-founder and CEO Patrick Riley will share insights into the power of predictive analytics for HR, he'll define what "big data" is, and what he'll share what all this means for HR now and in the years ahead. If you are interested in improving the employee experience at your organization by leveraging the data you are collecting, this session is a great place to start.
Is your organization made up of employees who truly and passionately believe in the products and services they help deliver? Introducing… The Brandful Workforce – the first-ever roadmap that shows you step-by-step how to create a workforce of brand ambassadors.
Employees are the single-largest, under-utilized asset for an organization’s brand. You will use the approach presented in this webinar to help your organization build a more authentic, interactive and captivating brand for both employees and consumers.
Julia Gometz, former Wall Street mediator and human resources executive at JetBlue Airways has advised leaders and engaged audiences on this topic for the past few years. She looks forward to connecting with the HR.com community.