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.
If it weren’t for the people we’d be successful. Have you ever heard that before? Mergers and Acquisitions (M&A) have been occurring since the beginning of commerce. However, the vast majority of all M&As fail to live up to the pre-M&A hype. In fact, 75% percent of M&As fail or under perform. So why do executives and companies continue to do M&A where there is a 75 percent failure rate? Does that sound like a solid business decision to you? The conversation focuses on the people side of M&As. Learn what employee engagement, executive retention and human capital fit has to do with M&A success.
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.
Join Lynn Lievonen for this brief 15 minute session as she provides an overview of the dedicated presenters who will be sharing their expertise throughout the next two days as part of the Workforce Planning and Analytics virtual event. Lynn will also deliver information about the Institute for Human Resources (IHR). You will learn about the opportunity to become certified within the Workforce Planning & Analytics Institute as well as the other IHR areas of speciality that are available for either yourself or your colleagues. There will also be an introduction of the Institute's Advisory Board. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall. Even if you have attended one of our events in the past, we’d still encourage you to attend. If this is your first time attending an event, the introduction will provide you an overview of the certification program and the conference on the whole.
How can you make sure your next placement will not ruin your relationship with your customer and compromise your brand? Today background checks are not enough and customer require more to guarantee quality of hire. How can you make sure you deliver quality while keep competitive and fast? This session will focus on
-understanding what is quality
-how to measure it and deliver it to your customers
-what customers are using to measure the success of their Talent Acquisition department.
If you want to differentiate your RPO practice and lead the new way this world is going and control the quality of your candidate this session is for you!
Nearly 500 organizations, according to Everest Group research, are coming to the end of their current RPO contract in 2014. Are you one of them? Or, are you considering RPO for the first time and want to learn from the missteps of early adopters?
If so, please join us to hear real-life transition anecdotes from one of the industries most respected leaders, Barry Diamond, vice president of business development for Pinstripe & Ochre House. He will draw from his vast expertise in fostering successful recruitment partnerships to provide attendees with actionable next steps in their talent acquisition journey.
Key takeaways for attendees include:
• Questions to ask when choosing an RPO provider;
• Choices to ensure successful collaboration;
• Suggested expectations for the roles and responsibilities of buyers, incumbents and new providers;
• Tips for mitigating change effects on service delivery and candidate and hiring manager satisfaction during implementation.
An engaged workforce is one of those rare and hard-to-come-by assets that can raise the bar in any setting. Having the right mix of skills on staff can get the job done, but tapping into the extra energy and creativity of your people can yield outstanding results.
As engagement strategies evolve, they’ve brought a renewed focus on the core functions of the business. Workforce management, for example, is both essential to business success and – with the right tools and strategies in place – central to the employee experience.
Join this webinar to learn the keys to turning workforce management transactions into interactions – and for leveraging workforce management solutions to boost employee engagement across the enterprise.
If you are client or manager of Recruitment Process Outsourcing (RPO) services, you are most likely awash in metrics and tactical reports.
As the amount of recruitment and employee information available rises, it is no longer sufficient to simply capture and display this data. Organizations that can gain access to comprehensive, real time data shown in context will put themselves at a significant advantage in the market.
This webinar examines how data can assist HR leaders to not only make important tactical adjustments but also to reach strategic decisions impacting the quality and efficiency of their talent acquisition efforts.
Presented by olleen Fullen is the Vice President of Business Operations at Futurestep. In her role, she is working to support and drive forward Futurestep’s strategic initiatives, business and revenue goals within North America.
Explore the factors in deciding if your company should build your own dedicated sourcing team or look at the options of outsourcing. Learn the key issues surrounding the decision process of build, or buy. Become familiar with the risks and pitfalls of outsourcing to an RPO. Understand the questions to ask internally and externally when making the build or buy decision regarding RPO. Know the challenges you will most likely face when building an internal team and when implementing an RPO. Learn how to assess and evaluate when to build an internal recruitment team and when to outsource. Learn the pros and cons of both sides to assist you in making the build or buy decision.