While much of the current literature focuses on the success in workforce analytics – as defined by examples of innovative data analysis - for companies like Google, Starbucks, ABN AMRO, and Morgan Stanley, comparatively little attention is given to the building blocks of effective analytics programs, those that broaden the utilization of data beyond a small group of data scientists and ensure that analytics becomes a core competency for the entire HR function. It is these “building blocks” – preemptive strategy decisions and actions to mitigate risk – that every HR leader must be aware of when designing a long-term vision for their analytics program.
Over the last 13 years, Mick Collins has cataloged 34 of the most common hurdles to success in building sustainable analytics programs. They can be summarized into a workforce analytics “execution gap” – the difference between the goal of using insightful workforce data to make better business decisions and the likelihood of that happening.
In this webinar, Mick will share examples of these hurdles, stories that illustrate the impact they have on the journey towards analytics maturity, and decisions that every HR strategist and technology leader can apply to their own analytics program. The audience will receive a full list of the hurdles, multiple case examples, and recommendations on how to resolve many of these barriers to success.
Three key learning objectives:
1. Identify a full range of barriers to success in workforce analytics
2. Understand how to adopt leading practices in analytics consistent with your company’s culture
3. Resources to use when leading an internal workshop on designing a strategy for analytics
This session been approved for 1.0 recertification credit hour toward HRIP (Human Resource Information Professional) recertification.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
IHRIM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.