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

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.

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