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HR Metrics & Analytics: Making data driven decisions
- Difference between metrics and analytics
- Data needed to do analytics
- Skills and software needed to do analytics
- How to use analytics in the selection process
- How to use analytics in identifying high-leverage training programs
- How to use analytics to reduce absenteeism
- How to use analytics to forecast workforce changes
- How to develop an analytics model
- Kinds of data needed for certain projects
- Real case study examples of how analytics created success for the business
Overview of the webinar
- Difference between analytics and metrics
- How analytics can be used to significantly help the business
- Case studies to demonstrate real life projects
- How to develop an analytics model
- Data needed and how to use Excel to develop analytic formulas
- Using analytics in selection process, the biggest opportunity in the HR area
Who should attend?
- HR Professionals
- HR Managers
- Planning and Audit Managers
- Business Analysts
- HR Heads
- CEOs
- CFOs
- Department Managers
- Risk Managers
- Team Lead/Managers
Why should you attend?
Human resources analytics is a very hot area in HR today. Many HR professionals think it is new but it has been employed since the 90’s. Basically, analytics is a combination of analysis and statistics and unlike metrics which are data from the past; analytics is the use of data to make predictions about the future. This webinar will detail how, with the right data and skills, an HR professional can:
- Make predictions on which applicant will be a better worker
- Anticipate when people will quit and hire a replacement faster
- Forecast staffing needs
- Identify training programs that have the greatest impact on improving employee performance
Faculty - Mr.Tom Palladino
Tom Palladino has held numerous HR leadership positions in companies that included Conoco Phillips, Starbucks Coffee, Wells Fargo, Capital One, First Data and Green Plains Renewable Energy. His interest in HR analytics started in 1998 while he was consulting for Starbucks. He helped design a methodology that would identify employee attributes that correlate with business performance. His HR analytics model was initially applied to new subsidiaries in Asia and Europe enabling the company to inculcate select Starbucks values with local values to create a ”performance-driven brew”. Later, Mr. Palladino’s protocol was successfully applied throughout the United States.
In his HR leadership positions, he consistently applied analytics to identify high-leverage HR practices that delivered the highest possible business results. In 2012, Mr. Palladino started Refined Analytics and has delivered powerful diagnostics and solutions to companies that include RE/MAX, Micron, PepperJax Grill and other organizations around the world. Today, he focuses on clients in India, China, and Indonesia. He is also on the faculty of a university based in Iowa where he teaches human resources, change management and Lean Six Sigma.
Mr. Palladino has a bachelor’s degree in labor relations from Cornell University and a graduate degree in dispute resolution from Creighton University. He resides in Omaha, Nebraska.