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3 Ways to Advance Your HR Analytics Know-How

It takes more than just setting up an analytics team to truly impact your organization.
By: | August 14, 2019 • 2 min read
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Data has been used by companies to drive business strategy and decisions for decades. Analytics has the power to transform how HR functions as a whole, but it takes more than just setting up an analytics team to truly impact the organization. Here are three upcoming sessions at the HR Tech Conference and Expo to get you further down the road to analytics dominance:

Slash Company Turnover With HCM Analytics Tools, Leadership Actions and Manager Accountability

Palmer-Donavin, a leading wholesale distributor with 520 employees, began experiencing significant turnover in 2015. Looking for a way to forecast an employee’s intent to leave and quantify the likelihood of an employee becoming a high performer, it turned to UltiPro’s Predictive Analytics Software. It then took inspiration from UltiPro’s Leadership Actions to develop best practices to engage and retain its talent, with a top action being to ensure accountability among managers to complete the tasks that coach and engage employees. Hear how the company combined analytics tools to cut new-hire turnover by 66% compared to the previous year.

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How to Get Started and Rapidly Scale HR Analytics in Your Organization

For those operating across multiple geographies and with multiple HR systems, it’s often difficult to rapidly scale HR analytics projects to have any impact. Panasonic’s Lydia Wu will introduce you to a “quick and scrappy guide to getting started in analytics.” You’ll learn strategies to enable analytics with technology, connect multiple sources for a holistic view on talent and connect people analytics outcomes to the broader organization to rapidly scale analytics projects.

How Squarespace Built and Grew a People Analytics Team

Technology companies (think Google) were among the first to bring analytics work to the HR space, which spurred the transformation of HR teams from record keepers to strategic partners. This change inspired smaller tech companies to not only build People Analytics teams but to ingrain them in their organizations early on. Hear from two key players focused on People Analytics at Squarespace on how they got started and how they’ve built the strategic partnerships with their business and operations teams to support Squarespace’s rapid growth and meet key HR and talent objectives.

Web Editor Michael J. O’Brien has been with HRE for more than a decade and holds a degree in economics from Boston College. He can be reached at [email protected]

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