Data is the foundation for workforce analytics, lending credibility to HR’s effort to inform, educate, and change how the organization invests in its workforce. Yet, whether due to siloed systems to inconsistent definitions, ”poor data” is cited, by HR leaders, as a significant barrier to the evolution of analytics from ad-hoc reporting to true data-driven insights and models.
This webcast explore some of the structural root causes of ”poor data” – from design and collection to storage, quality management, and transformation – and share strategic ideas on how to improve the interpretation and consumption of HR data. Specific examples will include frameworks for data governance, processes for establishing consistent definitions, and tips for educating internal customers on how to differentiate between transactional and analytical data.
Three key learning objectives:
1. Understand the common root causes of “poor data” in HR
2. Build a framework for embedding data quality management across all phases of the analytics lifecycle
3. Educate managers on how to link workforce analytics data to talent strategies
This session been approved for 1.0 recertification credit hour toward HRIP (Human Resource Information Professional) recertification.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.