Analytics create the foundation for you to answer those “What if?” and enable you to drive your teams to be Transformational rather than Transactional.
Whatever we choose to call it - workforce analytics, talent analytics, people analytics – doesn't really matter. Predictive projects that deal with the workforce need to predict and address outcomes that are relevant to the business, not just HR. We all understand what “Bid Data” is, we just need to use it in the best way possible to show the business how good we really are.
Analysing and bringing this data to life is where a lot of HR departments are stumbling. You will hear from seasoned professional, at various stages in their analytics journeys, who can advise you of the pitfalls to look out for,the successes to be achieved and most importantly how to provide measurable business upside to make the Board understand the true value within HR.
Whether you feel your organization is at the top of the hill or just beginning with analytics, now is the time to adopt new processes or improve on current ones and be able to quantify what drives employee performance, how people learn on the job, and what it takes to keep employees engaged?