Tag: People Analytics

Introduction

1. Why HR / People Analytics is vital now.

a. The history of HR Analytics.

b. The rise of People Analytics.

c. HR Skills of the future.

People Analytics

2. Overview of what People Analytics is.

a. Difference between People Analytics and HR Analytics.

b. From descriptive, through predictive, to prescriptive analytics.

c. What competencies do you need to become an HR Analytics Guru.

d. What is the future of People Analytics

Elements of an Organisation

3. What are the key figures to look at in an organization.

a. Introduction – 11 Key HR Metrics

b. All key People metrics based on company X (large corporation) KBI whitebook.

c. How can you connect measures to predict and prescript decision-making.

4. How can we use data to improve the organization.

a. Types of data to use in people analytics.

b. Case studies on how different organization have used data to solve business issues.

i. Google re:Work project.

ii. Sigma Company*: Implication-Based Decision Support – from Gartner.

Public Sector

5. Creating People Advantage in the Public Sector.

a. The current state of public sector HR

b. Acting as strategic partner with the overall organization

c. Steps to take to launch an HR analytics framework.

Next Steps

6. Get started and resources for further inspiration.

a. How to get started with people analytics. – introduction, examples.

b. People Analytics Starter Kit

c. How to build employee trust in people analytics.

Introduction

1.     Why is People Analytics relevant today?

a.     Industry trends

b.     Where People Analytics are heading

c.      Key messages from People Analytics leaders

2.     Introduction to the foundational pillars of People Analytics

a.      Workforce Planning Analytics Pillar

b.     Sourcing and Recruitment Analytics Pillar

c.      Acquisition/Hiring Analytics Pillar

d.     The other pillars and their relevance to Talent Analytics.

3.     Key metrics

a.      Workforce planning – KBI whitebook review of large organization

b.     Talent Analytics – KBI whitebook review of large organization

c.      Sourcing analytics – KBI whitebook review of large organization

4.      Workforce and Talent Acquisition Planning Analytics

a.      What Is Workforce Planning?

b.     Workforce Planning Analytics

c.      Why Should You Care About Workforce Planning Analytics?

d.     Key Components of Talent Acquisition Analytics

e.      Making an IMPACT with Workforce Planning Analytics

f.       Workforce Planning Analytics Best Practices: Dos and Don’ts

g.     Case studies review

5.      Talent Sourcing Analytics

a.      The Business Case for Talent Sourcing Today

b.     Why You Need to Care about Your Talent Sourcing Today

c.      Talent Sourcing in the Era of Big Data and Advanced

d.     Technology

e.      The Mobile Impact on Talent Sourcing

f.       Putting the IMPACT Cycle into Action

g.     Case studies review

6.      Talent Acquisition Analytics

a.      What Is Talent Acquisition Analytics?

b.     How Talent Acquisition Works

c.      Application Phase

d.     Preinterview Assessment Analytics

e.      Interviews: Separating the Wheat from the Chaff

f.       Putting It All Together: Predictive Analytics for Selection

g.     Case studies review

7.     Summary

a.      Outlining next steps

b.     Commitment

c.      Support needed – where to find it–