2012 IHRIM Workforce Analytics Forum

Organizations measure attrition more than any other people metric but are they measure what management cares about?

What impacts the bottom line? In this presentation, learn how high versus low performing organizations measure attrition including a Quality of Attrition scorecard. How to determine which employee segments to measure, how to tell management the story and tips to avoid common pitfalls.

Mary Ann Downey, Head Coach, HR Metrics Coach

Mary Ann has been a practitioner in large global organizations such as Caterpillar, General Motors and ING Research and served as a Director for workforce productivity think tank: i4cp.

She founded her consulting firm, HR Metrics Coach, in July 2011.

She has been published in People & Strategy Journal, Talent Management and Diversity Executive.

Mary Ann holds a Juris Doctorate & Master’s Degree in Human Resources and Industrial Relations.

There are many obstacles that have to be overcome when building human resource analytical systems that can actually improve business performance.

These include data quality, data integration, dealing with the constant changes to source data systems and endusers.

These obstacles also include the complexity of transforming the source data into information and storage and distribution of that information to endusers when and when it is needed across an increasingly complex set of web services technology.

Ultimately, a compelling business case must be established to justify the time, expenses and risk associate with these systems.

Critical to this effort is understanding the users need for analytical information and how they wish to use it.

This session will use case studies to illustrate how market driven and supply chain approach can overcome these obstacles.

Attendees will take away a comprehensive understanding of both the tremendous benefit of these systems and the effort required to build and maintain them.

Carl Hoffman, President, Human Capital Management and Performance, LLC

Dr. Hoffmann has been engaged for more than 30 years in helping companies around the world meet the challenges of formulating and implementing effective human resource strategies that support their business goals.

He built a successful consulting practice selling the firm to PricewaterhouseCoopers Consulting where he led the Americas Integrated Analytic practice.

Later at IBM Global Business Services he was the global lead for their workforce effectiveness practice.

Since retiring from IBM in 2007, Dr. Hoffmann has established a private consulting firm, Human Capital Management and Performance LLC (www.HCMandP.com).

He is lead author of “Calculating Success”, the workforce analytics book published by Harvard Business Press in January 2012.

As you begin to analyze your workforce, you can quickly become overwhelmed by data.

So, where do you focus?

Rather than starting from the ground up, why not leverage the foundation that is moving into place?

The best place to start is to utilize industry standards as they are being defined by SHRM, especially if a company isn’t sure about how to define their metrics.

In this session, we’ll discuss the SHRM/ANSI Standards Work for HR.

We’ll discuss in depth the standardization of HR Metrics and their definitions .

Challenges to be addressed include: key metrics, common definitions, the ‘must-have’s’ and ‘should-have’s”, and much more.”

Infographics are a powerful tool for communicating complex concepts, challenging assumptions, and moving audiences to make difficult data driven decisions.

Review several actual case studies to learn how infographics can be best used to deliver human capital analytics to corporate decision makers.

Takeaways from this presentation include a thorough understanding of what infographics are, how they work in human capital analysis, when to use them, and how to build them with your existing tools and resources.

Mike Harmer, HRIP, Director of HR Analytics & Technology, Intermountain Healthcare

Mike Harmer is the Director of HR Analytics & Technology for Intermountain Healthcare.

Mike is responsible for HR’s data sciences function, with extensive experience in human capital analytics, data warehousing, and workforce planning, as well as human capital management technologies including HRMS, integrated talent management.

Mike is a frequent speaker at industry conference and has been with Intermountain Healthcare for 14 years.

Mike holds a Master’s Degree and is a Senior Partner at ThinkTroop, a research consulting firm.

Organizations are driven to perform more effectively and with greater agility than ever before.

At the same time, data has moved beyond traditional information systems, with relevant data points residing in numerous disparate places.

In order to optimize transparency and decision-making, leaders and managers must be able to make sense of it all.

Learn how DeVry Inc., a global provider of educational services and one of the largest publicly held education companies in the world, undertook a bold mission to unleash workforce analytics with significant impact in critical areas such as turnover, headcount and engagement to name a few.

Attend this session to understand how you can enable leaders and managers to leverage information across multiple sources, turn insights into action, and drive positive results that will impact your organization’s top level goals.

Deb Maher, Sr. Director of HRIS and Shared Services, DeVry, Inc.

Deb oversees process re-engineering for operational efficiencies, HR technology and interfaces.

Deb has served as DeVry’s HR Director, Ethics Officer, and is a Senior Faculty member at Keller Graduate School of Management.

Deb holds her J.D. from Northwestern School of Law and B.A., Magna Cum Laude, from The American University.

Cary Schuler, CEO, cfactor Works, Inc.

Cary is a thought leader passionate about transforming how companies interact with and enrich the potential of its talent.

At 22, he was named CEO of Living Sky Health District. Cary possesses an MBA (University of British Columbia / Rotterdam School of Management) and Bachelor of Commerce (University of Saskatchewan).

More often than not, unstructured employee feedback is inadequately utilized by human resources departments.

Rich with nuanced employee data (such as open-ended survey responses), most HR departments have yet to utilize new technology for text analysis and machine classification.

Such technology would allow them to utilize that nuance and derive real insight from it.

Only after text analytics software is adopted by these “data-rich” (and “insight-poor”) departments, will employers be able to substantively isolate employee issues by reading both on and between the lines.

The audience will learn how text analytics software will enable HR departments to better understand and pinpoint the issues and inefficiencies of employees.

Christina Harris, Vice President – Human Capital Performance, Marsh, Inc.

Christina Harris has project management experience working across North America, the GCC, and Africa.

Her current focus at Marsh Inc. is on measuring and increasing colleague engagement to drive business performance, developing their enterprise Human Capital strategy, and improving collaborative communication among the 24,000 colleagues globally.

She also manages an innovative, experiential learning based social media blogging program.

Stuart Shulman, CEO, Texifter, LLC

Dr. Stuart W. Shulman is a political science professor, software inventor, entrepreneur and garlic growing enthusiast.

He is Founder & CEO of Texifter, LLC, Director of QDAP-UMass, and Editor Emeritus of the Journal of Information Technology & Politics.

Stu is also the proud owner of a Bernese/Shepherd named “Colbert” who is much better known as ‘Bert.

Course Overview

This course is designed for an Advanced level audience.

Staffing is a core human resources management function.

But it is also complex, involving a sequence of interrelated decisions controlled alternatively by job seekers and organization decision makers.

Developing metrics and analytics to improve staffing effectiveness requires an understanding of these decisions and a framework of metrics and analytics supporting organization decision makers’ actions in their roles as decision makers and decision influencers.

A system of metrics and associated analytics is offered that can form the foundation for evaluating staffing effectiveness for all positions in all organizations, but which has it greatest utility in high volume recruitment.

Topics Covered

• Current Staffing Effectiveness Metrics
• The Theoretic Foundations of the Business Case for Improved Staffing
• How to Measure Staffing Effectiveness
• A System of Staffing Metrics and Associated Analytics
• Implications for Staffing Practice

This event is being held at:

Terry College of Business Executive Education Center One Live Oak Center Second Floor, Lobby Level 3475 Lenox Road Atlanta, GA 30326 404-842-4825 Click here for directions.

Hotel rooms are available at:

Atlanta Marriott Buckhead Hotel & Conference Center 3405 Lenox Rd. NE Atlanta, GA 30326-1308 404.261.9250

IHRIM has secured a room rate of $159.00 per night for this event.

You must mention IHRIM when booking to receive the $159.00 rate.

Please make your room reservation before September 22 to receive our special rate.

To make reservations, please call 1.888.855.7741.

Registration

This new 1/2 day course is being held in conjunction with IHRIM’s 2012 Workforce Analytics Forum.

You can register for the course or take advantage of a combined course/Forum package.

To register for a combined package that contains the Forum (prices below), please visit IHRIM’s 2012 Workforce Analytics Forum registration.

Register Early and Save!

Registration Rates apply through 9/7/2012 Late Registration Rates apply after 9/7/2012

Space is limited for this event.

This course is subject to cancellation if the minimum enrollment has not been met within 10 days of the event.

If a class is canceled, you will have the option of transferring your fee to another class date/location or receiving a full refund.

If you wish to cancel your participation, you must do so in writing. All cancellations are subject to a $50 processing fee.

Any cancellation received less then 14 days prior to the class is not eligible for a refund.

Early registration ends on 6/13/2012. Regular registration starts on 6/14/2012 and ends on 10/24/2012. Late registration starts on 10/24/2012. All times are 12:00am (GMT-05:00) Eastern Time (US & Canada)

Registration fees