• What should you be measuring?
• What value is HR Analytics (HRA) creating during the COVID-19 crisis?
• What obstacles are stopping HRA teams from creating value during the COVID-19 crisis?
• What questions/decisions are HRA teams helping their businesses to answer during the COVID-19 crisis?

Many organizations are still considering the potential impact of HR Analytics. Will the cost outweigh the benefit? What kind of investment is required? What can you realistically expect? What data will be valuable? How do you collect and make use of it? How will you work effectively with your IT Department?

This session will provide answers to these important questions and assist you with:

• Getting the data right
• Using the right tool for the job
• Visualization and story telling
• Results and lessons learned
• What the journey from excel spread sheets to the great beyond involves

• Understanding the impact of visualization and storytelling
• Dashboard creation- must you be a data scientist to produce them?
• How dashboards heighten project focus and engagement
• How to transform data into visualization and stories that demand action!

If your internal customers have a better understanding and expectation of why they are receiving your insights, your function is over 4 times as likely to create ‘strategic’ value with HR analytics.

• Where does adoption and change management fit in your HR Analytics strategy?
• How change management helps
• Have you picked the right decisions and decision makers?
• Have you set up the right expectations?
• Are you sharing the right evidence?
• Is the decision maker enabled and able?
• Are you creating the best experience?
• How do you sustain the adoption of data-driven HR

• Help Business Managers and other end users do their own People Metrics analysis
• Allow Managers to reduce absenteeism and overtime costs
• Assist in leadership tracking and analysis of People costs and variances to budgets
• Help in developing recruiting, development and retention strategy

In today’s digital age, many public sector organizations are struggling with predicting accurately what it will take to succeed in the future. The advent of big data analysis and Artificial Intelligence (AI) is viewed as the pathway to improve the ability to predict outcomes and to save costs. Many HR professionals are also intrigued by the possibility of applying Artificial Intelligence (AI) to help predict more accurately many elements related to people and organizational capacity such as who should be hired, how to best develop talent, and where to focus its attention to achieve new innovative ways to deliver HR value. As this HR transformation unfolds, HR will also be expected to demonstrate that the investment in the knowledge, skills, experiences and innovations of people in the organization are helping make the organization more productive and are delivering a return for the business.

This highly thought provoking, engaging and practical session, based upon Dr. David Weiss’ book Leadership-Driven HR: Transforming HR to Deliver Value for the Business and his subsequent research, focuses on the following:

• How an HR focus on AI will accelerate the expectation of HR to be able to demonstrate a return on human capital, i.e. the return on investment in people and organizational capacity?
• How HR can leverage data to measure its Return on Investment (ROI) for the business?
• How to develop a dashboard to track leading and lagging measures to regularly report on the ROI in Human Capital