Analytics is playing an important role in helping companies to identify, recruit and retain the best talent. Ensure your business success and increased profits by aligning your HR strategy with company-wide business strategies. Take away a plan on how to:
Merge your PA and business strategies to strengthen your bottom line.
People analytics can be a powerful tool; however, the process of data collection and analytics needs to be carefully managed. Learn how to tactically balance transparency vs. privacy at your workplace. Walk away with an action plan to:
Alleviate privacy concerns and put your people data to maximum use.
By saving time spent on the tedious task of locating talent, HR professionals can focus on building better employee relations. Learn how AI and ML can easily sort large amounts of data and smoothen up your entire hiring and on-boarding process. Source practical tips on how:
Utilize the power of AI and ML to enhance your HR processes.
Analytics has the power to transform how HR functions as a whole, and it takes more than just setting up an analytics team to truly impact your organization. In organizations with multiple HR systems and operating across multiple geographies, it is often difficult to rapidly scale HR analytics projects to impact the organization. Takeaways from this session include:
Learn how to connect your people analytics outcomes with your broader organizational objectives
The power of people analytics lies in its ability to generate tangible results. Ensure you know what metrics to track, so you can determine the results. Take away a plan to:
Measure and evaluate your results effectively
Analyzing data from an employee’s entre lifecycle allows organizations to improve employee retention, productivity, experience, etc. Deploy people analytics within your organization for end-to-end employee lifecycle tracking and thus enhance overall employee experience. After this session, you would be able to:
Use PA innovatively to create better employee experience
Big data allows conversations and connections, which have so far been considered immeasurable, to be captured and leveraged. Learn how to create a people analytics strategy in these times of big data. Discover how to:
Solve your most pressing challenges by making use of analytics and big data
Organizations that give importance to their employees’ health and wellness witness a marked growth in overall employee experience. Understand how to add people analytics to your employee wellness initiatives and reap the benefits in the long run. Major learnings from this session include:
Discover how adding PA can work wonders to your employee wellness initiatives
Most companies focus their selection and training on hard skills, but topics like stress management, assertiveness skills, empathy, and political/social acumen were never measured. Understand how emotional intelligence can have a direct impact on your company’s bottom line. This session would help you to:
Strengthen your company’s talent management initiatives with EI.
Measuring the impact of your learning and development initiatives is extremely important to make corrective changes. Understand how data analytics can be used to measure the effectiveness of your L&D programs. In this panel, gather insights on:
Discover the advantages of using analytics to enhance your L&D initiatives.
Unwind and mingle with the delegates and speakers at our exclusive end-of-the-day reception. Bring your business cards!
People Analytics is a rapidly evolving field and is being extensively used by organizations to solve various challenges. Learn how PA can be deployed within your organization into areas like employee lifecycle tracking, departure analyses, and enhancing employee health and wellness. After this session, you would be able to understand:
Understand what PA changes your organization needs and how to do it.
With employee turnover rates at an all-time high, employee retention is a key objective for most HR teams. Learn how post-departure analysis can help you undertake an in-depth analysis of the reasons behind high turnover. Walk away with an action plan to:
Ensure a happy bunch of employees through post departure people analytics.
An active talent management strategy requires leaders at every level to have the right information at the right moment in time. Find out how people analytics works to continuously develop the talent you have identified in your organization. Master the success factors to:
Improve your talent management strategies through the power of people analytics.
Companies spend a fortune on developing leadership capabilities, yet do not know if they are getting any return on this investment. Get insights on how to use the power of analytics to measure the impact of your leadership development programs. Take back to your office strategies to:
Deploy leadership measurement programs and accelerate your organization’s growth
Predictive analytics refers to using historical data, machine learning, and artificial intelligence to predict what will happen in the (near) future. Use data analysis to measure every aspect of the organizational cycle and put strategies in place that will help to meet your business goals. Tread the path from descriptive to predictive and source practical tips to:
Use predictive analytics to help forecast and minimise business risks.
Most companies have their people analytics teams in place, but HR professionals are still not well versed with data and analytics. Boost capacities within your HR team to up your organization’s overall PA maturity, and ensure business success. Adopt best practices to:
Inspire a data-driven culture into your HR personnel for overall organizational growth
Workforce planning involves aligning talent management with business objectives, so that a company can meet its preset goals. Leverage the power of analytics to ensure adequate workforce planning and stay ahead of the curve. In this session, understand the basics of how to:
Stay ahead of the curve with accurate workforce planning
A well executed people analytics strategy can offer significant insights into your workforce future, help make better decisions, and drive profits. Get your business leaders and stakeholders interested by highlighting the ROI from your PA initiatives. Take back to your office a plan on:
Demonstrate the value derived out of your PA programs and get stakeholders interested
The most common reason why an analytics project fails is not a lack of data but a dearth of the right people who can extract usable insights out of the data. Learn how to identify and hire the right people for your PA team to ensure business success. Develop a blueprint to:
Put together the perfect people analytics team for your organization