At HR Logistics, we love to teach and we use lessons we learn, the experience we gain, and the research we do to develop opportunities to share that knowledge with you.
Each month we offer HRL Lunch Break Webinars that are designed to provide short bursts of relevant, real-time information you can immediately use. You can join us live or watch the recording at your convenience. We’ve designed the webinars to be accessible so that it minimally disrupts your day.
View the calendar for upcoming Lunch Breaks and webinars.
Watch an Archived Lunch Break Webinar:
Leveraging HR Technology to Create Human Capital Risk Management
Human Capital Risk Management is about finding and nurturing talent, aligning and maximizing that talent’s impact on the organization, and minimizing the negative impact to that talent. By leveraging HR technology, Human Resources can create measures and KPIs that support the development of the employee by assessing the employee gap analysis and measuring progress to high performance. But to design and implement this talent management strategy, HR technology must be aligned to create the right tools and benchmarks and provide management with support to assess and nurture employees. Without HR technology, there is no foundation upon which to attain and evaluate success.
Ensure Greater Success of Your HCM Initiatives by Applying Business Analytics and Risk Management
Business intelligence. Quantitative analysis. Data. Statistics. Predictive modeling. All are synonymous with business analytics. How do you use them, understand their differences, and choose the tool that best supports a particular initiative? Do you completely disregard the psychological side of workforce management in favor or data driven management? Learn how to apply analytics to workforce and human capital projects to improve support by the C-suite.
Building Your Strategic Business Case for HR Technology
It’s easy to get excited when a business solution promises to improve HR operations and relieve difficulties. New technology promises process improvements, self service magic and increased visibility for its successful project champions. But ensuring the right solution is chosen is imperative to acquiring the golden “halo” and that can be overwhelming. By developing a business case founded on objective research and analysis, you can prepare and align the business initiative, ensure resources are adequately planned, and create a foundation of knowledge for accurate evaluation, assessment and measuring success. Committing to preparation builds credibility and strengthens strategic executive sponsorship.
Quantifying HR Credibility with Relevance, Reliability and Replication
HR has its hand on the pulse of a major expense for the organization – its workforce – and is the most advantageously positioned to measure the return on investment of that expense. Creating metrics in order to analyze and assess the value of the workforce, however, require planning and thought to ensure the metrics designed have three key qualities for the particular organization – they are relevant, they are reliable, and the metric can be replicated. This session considers how to design an analytical framework that leverages technology to build credibility for Talent Management and sustained strategic value over the long term.