HR Metrics and Analytics

To be ahead of the game, HR professionals need to look out the windshield, not the rear view mirror. Keeping track of employee turnover and absenteeism are examples of HR metrics, not HR analytics. Metrics are data based on historical performance. They are useful in measuring progress, but they do nothing to help you make decisions that will change the future.

This workshop will teach participants how to identify the key human drivers that explain why some workers are high performing, what truly motivates people to work harder, what training courses deliver the most value to the Company and much more. 
HR professionals have powerful intuitions and strong hunches, but to "sell" their ideas, they need data to back them up. This Seminar will help HR professionals test hypotheses and make a "business case" for their ideas.

Today, HR leaders can easily use technology to develop analytics and make key predictive decisions.

• Difference between analytics and metrics
• How analytics can be used to significantly help the business
• Case studies to demonstrate real life projects
• How to develop an analytics model
• Data needed and how to use Excel to develop analytic formulas
• Using analytics in selection process, the biggest opportunity in the HR area

• Availability and use of HR data
• HR Metrics
• Hypothesis generation
• Pre-identifying the desired outcome
• What to do with Predictive Analytics findings
• Selecting the right interventions
• Mixing art and science

This session will be of interest to all Global HR professionals with strategic responsibilities. But, specific HR functions will benefit from HR Analytics as follows:

• Organization Development professionals will learn how to identify attributes of high performing employees
• Recruiters will have tangible factors on which to decide whether candidates go forward or not
• Hiring Managers can expect less training time and faster ramp-up time of new hires.
• Co-workers will observe and appreciate new employees who fit the job and culture.
• Compensation professionals will design very effective incentive plans based on statistically proven skills and behaviors.
• Trainers will be able to identify or design training programs that have the most leverage on improving business performance.
• HR Professionals
• HR Manager

Tom Palladino has held numerous HR leadership positions in companies that included Conoco Phillips, Starbucks Coffee, Wells Fargo, Capital One, First Data and Green Plains Renewable Energy.

His interest in HR Analytics started in 1998 while he was consulting for Starbucks. At that time Starbucks was growing rapidly around the world. Tom was tasked with designing a methodology that would identify employee attributes that correlate with business performance. His HR analytics model was initially applied to new subsidiaries in Asia and Europe enabling the company to inculcate select Starbucks values to create a “performance-driven brew”. Later, Tom’s protocol was successfully applied throughout the United States.

In his HR leadership positions, Tom consistently applied analytics to identify high-leverage HR practices that delivered the highest possible business results.

In 2012, Tom started Refined Analytics (refinedanalytics.com) and has delivered powerful diagnostics and solutions to companies that include RE/MAX, Micron, PepperJax Grill and other organizations around the world.

Today, Tom is focusing on clients in India, China and Indonesia. He is also on the faculty of a university based in Iowa where he teaches Human Resources, Change Management and Lean Six Sigma.

Tom has his bachelor’s degree in Labor Relations from Cornell University and a graduate degree in Dispute Resolution from Creighton University. He resides in Omaha, Nebraska.

For Registration - http://www.complianceonline.com/hr-metrics-analytics-seminar-training-80356SEM-prdsm?channel=speedycourse          

Note: Use coupon code  NB5SQH8N  and get 10% off on registration.