Datafication Of HR: Making The Transition From Metrics To Business Analytics


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Duration
90 Mins
Level
Intermediate
Webinar ID
70080

Leading organizations are using metrics to drive decisions around people. But how can we move from measures to analysis? Oftentimes, HR focused metrics fall short of delivering the types of insight business leaders need to drive business impact. This webinar will provide tools and strategies for using descriptive analytics, diagnostic analytics, and prescriptive analytics in Human Resources in a manner that will initiate better people intelligence. Participants will learn what it takes to make the transition from operational reporting to strategic analytics and impact.

Why Should You Attend

HR Leaders who are able to take measures and metrics, and glean key insights can make great people-related decisions and drive results. This webinar will help HR and business leaders to do a rigorous analysis of key HR data and become more impactful and strategic. This webinar will help HR leaders graduate from reporting on metrics to demonstrating sophisticated analytics that drives results.

Objectives of the Presentation 

 » Identify what trends are impacting the need for Datafication in HR
 » Identify the key differences between metrics and analytics
 » Define analytics and describe tools and strategies for using descriptive analytics, diagnostic analytics, and prescriptive analytics in Human Resources
 » Discuss ways HR can consider data in a rigorous manner and use it to
 » Use data and analytics to articulate a business case relative to people processes
 » Effectively communicate analytics stories to senior leaders
 » Identify key analytics that drives the highest level of business impact including recruiting, performance, retention, and compensation

Areas Covered in the Session 
 » Key trends driving the need for Datafication of HR
 » Definitions of key terminology related to Datafication and analytics
 » Comparison of metrics and analytics and when to use which
 » Integration of data and how to analyze
 » Define a variety of approaches to analytics including descriptive, diagnostic and prescriptive
 » Rigorous use of data
 » Data visualization to demonstrate key aspects or insights
 » How to build and articulate a business case
 » How to communicate insights and outcomes to senior leaders
 » Which areas of focus deliver the key insights which will drive business impact

Who Will Benefit 
 » Human Resources Executives and Professionals
 » Division and Department Heads
 » Manager
 » Supervisors
 » Team Lead
 » Individual contributors who need to deliver results through others
 » Consultants

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Ronald Adler

Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resources management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking strategic HR, and unemployment insurance cost management.  Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.

Mr. Adler is the developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool — now in the tenth edition.

Mr. Adler has served as an adjunct professor at Villanova University, where he taught a master’s level course on HR auditing. Mr. Adler is a frequent author and regularly conducts webinars and seminars on HR management and workplace issues. 

Mr. Adler has represented Maryland employers on the state’s Unemployment Insurance (UI) Oversight Committee and previously served as an appointee to the State of Maryland's UI Funding Task Force and UI Advisory Committee. Mr. Adler has also served as a moderator at the State of Maryland's Annual Human Relations Conference and at the state's Annual Small Business Conference. 

Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.

Mr. Adler is a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert (SME) to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, has served as a consulting expert on workplace issues to SHRM’s legislative staff, and has represented SHRM in meetings with the EEOC. 

Mr. Adler is a member of the Institute of Internal Auditors (IIA) and has served on task forces developing professional standards in human capital measurement and performance management.

Mr. Adler has a degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.

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