Are You Listening to What Your HR Data is Telling You?

Instructor: Teri Morning
Product ID: 705669
  • Duration: 60 Min
This HR data , metrics, HR scorecard course will teach how to make practical use of metrics and analytics by working through problem solving, data determination and use of data from start to finish for four of the most important functions of HR: Hiring, Performance Management, Compensation and Turnover.
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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:

  • What your CEO wished you knew about data.
  • Ten things to know about business data to use HR data successfully.
  • How to determine if when given a problem, if you should use metrics, analytics or both.
  • How to determine what are meaningful metrics to measure.
  • Determining analytics for your business.
  • Why successfully using data is more about asking questions than stating numbers.
  • How to merge HR data with business data to make good decisions.
  • Four case studies show how to use both metrics and analytics to make a business case for a chosen initiative.
    • Hiring Strategy Case Study
    • Measuring Performance Management Case Study
    • Measuring Compensation Deficiencies Case Study
    • Turnover Case Study Case Study

Who Will Benefit:

  • HR Manager
  • HR Director
  • HR Generalist
  • HR Analyst
  • HR Business Partner
  • HR Specialist
  • HR Representative
  • HR Consultant
  • HRIS Analyst
  • HRIS Manager
  • HRIS Business Partner
  • HRIS Specialist
  • HRIS Consultant
Instructor Profile:
Teri Morning

Teri Morning
President and Chief Everything Officer, Teri Morning Enterprises

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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Refund Policy

Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange.

Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.

If you have any concern about the content of the webinar and not satisfied please contact us at below email or by call mentioning your feedback for resolution of the matter.

We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email customercare@complianceonline.com call +1-888-717-2436 (Toll Free).

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