This webcast will endeavor to reverse the long-standing organizational practice of allowing potentially game-changing workforce events such as large scale re-alignments and restructurings to be largely governed by instincts and scarce or anecdotal data. Whether associated with an M&A situation, a workforce top-grading initiative, baby boomer exit planning, or a need to reconfigure the workforce due to market opportunities or competitive threats, the extent to which an organization leverages practical scientific methods and focused analytics can potentially be the difference between ascending to a market leadership position – or wallowing in corporate mediocrity.
This webcast will endeavor to reverse the long-standing organizational practice of allowing potentially game-changing workforce events such as large scale re-alignments and restructurings to be largely governed by instincts and scarce or anecdotal data. Whether associated with an M&A situation, a workforce top-grading initiative, baby boomer exit planning, or a need to reconfigure the workforce due to market opportunities or competitive threats, the extent to which an organization leverages practical scientific methods and focused analytics can potentially be the difference between ascending to a market leadership position – or wallowing in corporate mediocrity.
Participants in this webcast will examine practical, data-driven ways of predicting "key employee retention risks" during critical transition periods, and predicting which departments or business units will likely experience unacceptable turnover in general. The speaker will also cover ways of determining which employees to retain in a job redundancy situation based on multiple performance and "employee value" indicators. From a modeling perspective, the webcast will address how to balance "accelerated termination processing" due to large workforce redundancies / business downturns with the incremental risk of customer satisfaction or production quality/efficiency problems. Finally, this unique session will offer innovative methods of determining the optimal path for addressing workforce gaps based on various job, organizational and personal attributes; i.e., when to hire, train, re-deploy or promote to address a workforce gap -- a framework which can result in very substantial cost savings.
“HCM interventions” - as the word implies – are sometimes needed to head-off a potential workforce-related business crisis. This holistic and innovative solution concept combines event-specific HCM domain consulting, focused and actionable analytics (both predictive and lagging), and a technology platform to model, process, record, audit and report on the results of the large volume of employee transactions or decisions made.
Presenter Bio:
Steven Goldberg, Ramco's VP and Practice Leader HCM, has been transforming workforce management capabilities around the globe for 25 years as a Global HR and HRIS Practitioner, HCM Product Strategist, HRO and RPO Executive and Partner-Level HR Consultant.
His career highlights include serving as the global HCM spokesperson and product strategist for PeopleSoft, building the first formal Global HRIS function for 4 major investment banks, designing/building a high-tech HR Service Center for a 50,000 employee industry consolidator in less than 12 months, presiding over the global re-engineering of large HR functions, co-founding an HR M&A consultancy, and developing the solution concept for ground-breaking HR decision-support tools across multiple continents.
Steven has been a feature speaker at HR forums around the world, has an MBA in HR, and has been published and/or cited in Forbes, Australia Financial Review, Acquisitions Monthly and Employee Benefit News.
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