Why Should You Attend:
HR data is comprised of both metrics and analytics. In the business of HR, both metric and analytics have their place and give vital data. However, it can be confusing to determine the differences in utility because both are numbers. Using the simplest of definitions - metrics measure and analytics predict.
In the business of HR you need accurate predictions to plan better. Enter analytics. The idea behind analytics is that HR can track and measure key performance measures to determine patterns that are helpful in predicting courses of action for future successful operations. Used correctly analytics help you predict events and are as close to a crystal ball as you’ll get.
There is the dark side to data too. Too often metrics are substituted for analytics and used for decision-making, resulting in non-strategic decision being made. HR analytics used in a vacuum are minimally helpful to a business. At worst, analytics can cause you to predict the wrong things, overlook the right things and make bad decisions.
Turnover is a classic example in that, knowing that good people left after the fact is not even a useful metric let alone provide any predictive use. Knowing the reasons why people would even consider leaving, and then changing those factors is strategic. However, the reasons people leave don’t all fall under the HR umbrella. It’s critical that HR look to other data other than just that produced by HR.
Join this live presentation to learn how to turn transactions and data into HR knowledge and wisdom
Areas Covered in the Webinar:
Who Will Benefit:
Teri Morning, MBA, MS, SHRM-SCP is the president of her own HR consulting firm and Hindsight HR; employee relations and investigation management software. Ms. Morning is also affiliated with HR Performance Solutions as a compensation and performance management vendor. She has over 15 years of human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.
She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to an MBA, Ms. Morning has a Master’s degree in human resource development with a specialization in conflict management. She was certified by the State of Indiana in mediation skills, is certified in project management and IT management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.
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