Until recently, the opportunity to have a celebrity attend an event, attach themselves to a name-brand or endorse a certain product or idea was untouchable. The thought of paying a person to promote a product was seen as something only Fortune 500 companies could afford. Social media has changed all that with brands and businesses utilizing celebrity influencers to connect directly with their demographics and increase sales and profits.
2015 The Human Capital (HR) Analytics Summit
2015-02-23 - 2015-02-24
Register with the promo code WL200 to save $200 off! The THEME for YEAR TWO is Moving Up the HR Analytics Maturity Curve to Enable Superior Business Outcomes When Human Resource and Talent Management executives adopt and implement analytics practices that serve the business need, they enable superior strategy execution and improve business performance outcomes. New research studies are even showing positive business impact from organizations that have only recently begun applying talent analytics. Where can you go to ‘get a leg up’ in making this happen - better - faster - or beginning an embedded process that is really impactful with Analytics? Where? Here! TMA’s 2nd Annual Human Capital (HR) Analytics Summit will highlight insights, best practices, and the actual journeys that practitioners have taken that have matured HR Analytics beyond reporting past trends and providing dashboards in their organizations! We will highlight using analytics for predictions of “what will happen next (ie. retention)” and for questions of optimization such as “what is the best that can happen? (ie.deployment) I asked my 2015 Advisory Board what was really needed by practitioners like themselves. The three insights I gleaned guided my development of the 2015 agenda and choice of case studies. • We need to hear from practitioners who sit in HR and are driving the adoption of data-to insight-to action processes. The best learning comes from those who have achieved tangible outcomes and are open to tell their stories • We need to be able to share our questions with other attendees in robust, personal discussions over lunch and roundtable and interactive Q & A. We all come to see that we are on track with our analytics, and how others in our industry and outside it are dealing with similar challenges. • We need to approach Talent Analytics Enterprise-wide; integrated, not siloed; and benefit from a diversity of executive roles and titles, top down and bottom up levels and functions; all committed to evidenced based decisions.