Harness the power of Business Intelligence and HR Data to enable a data-driven culture, optimize the workforce, and gain people insights.

According to Forbes, Economists are predicting that we will see the next recession in 2017. John Challenger, CEO of Challenger, Gray & Christmas recently said, “This year could be particularly volatile in the fourth quarter, with employers holding off on significant moves until they see election results. It’s not simply who wins the White House, but there are Senate races and countless ballot initiatives on issues like minimum wages that will influence business strategies going forward.” Meanwhile, large companies continue to produce massive layoffs throughout 2016.

With the current state of volatility and uncertainty it’s more important than ever to ensure the right people are doing the right work, at the right time, and are in the right role within your organization.

Do you have the right mix of employees and contingent workforce? Why do you have directors that have x number of direct reports versus others? Are they efficient? Are you in danger of losing your best talent? Are there other qualified people ready to take their place if you do? Your goal is to ensure that your company is working at the peak of efficiency, but how?

How can you work leaner, faster, and with more agility?

The “usual” employee data HR collects, and the analytics used to determine if x percent of the workforce is engaged isn’t enough anymore. Business Intelligence (BI) data helps you understand the way your company, customers and competitors work – which allows you to make better decisions. Combine this (external) data with your own (internal) HR data and the result is valuable information that can be used to inform decisions at all levels within a company. This allows you to be truly mindful and informed of where your workforce and company is globally and compared to your competitors. It requires additional data sets, a system to marry the information together and analyze it, and buy-in from multiple levels and departments. This may seem impossible, but it’s anything but.

With the right knowledge and tools, you can have a foundation of data to better your systems and people across the enterprise.

Combine this foundation with people insights and predictive analytics and you will be able to assess future hiring needs and build a strong pipeline of talent. Add performance analytics and you can assess potential employee turnover, retirement rates, and analyze why and when employees are taking a leave of absence.

Imagine being able to anticipate issues within your workforce and thwart them, streamline processes, and ensure that your company is working at top efficiency, affordability, and create a data-driven culture in order to maintain its success. All through the power of analytics.

This year’s event will showcase case-studies on from organizations that have realized the ROI of talent analytics, learn from the best as they share their journeys in:

• How to access BI data and integrate it to analytics models, essentially marrying internal and external data.
• Utilizing cloud analytics to analyze more data faster.
• Tools to help analytics serve as the common language and empower people to reach insights quickly, collaborate meaningfully, and build a community around data.
• Using these analytics with Workforce Planning to create an optimal workforce.
• Using Predictive Analytics to assess future hiring needs.
• Building a strong pipeline of future talent.
• Keeping a pulse of the state of your current talent, their engagement, likelihood of turnover, and maintaining a culture of productivity.
• Measuring the current performance of employees and predicting future performance.
• Linking employee performance to financial performance and identify areas for change
• Finance’s role and the invaluable data they can provide.
• Identifying High Potentials and Performers, and plan for future spending on training and
learning needs of employees.
• Ensuring compensation is fair throughout the company and that performance-based
compensation is in line with the company’s key strategic objectives.

Who will be there?
C-Suite, Vice Presidents, and Directors in:

• Human Resources
• Analytics/Metrics/Business Intelligence
• Workforce Planning
• Compensation
• Operations
• Finance
• Talent Acquisition
• Leadership Development
• Performance Management
• Workforce Management