Implementing Cost-based Workforce Planning for Better Results with Salvador Malo, Head of Global Workforce Analytics, Ericsson
Ahead of the Summit, we sat down with keynote speaker Salvador Malo, Head of Global Workforce Analytics at Ericsson, to discuss the benefits of implementing a cost-based workforce planning model, how the role of workforce planning in HR will evolve in the next five years and more.
Business decisions are supposed to rely on expected financial returns. However, one of the main drivers of financial returns (the cost of a company’s workforce) is often poorly predicted,leading to cycles of hurried recruitment and mass layoffs. One of the key reasons is the habit of conducting workforce planning based on headcount, where costs are either an afterthought or based on misleading averages. Ericsson has broken this pattern with a cost-of-workforce model that allows real time scenario building and shows future changes in the workforce as changes versus current costs.
Employers are increasingly gathering data on employees – from workplace behavior to social media use and other personal information—to produce insights that benefit the business. This raises a significant question. Is your employer watching your every move? The findings in this report explore corporate use of employee data, metrics, and analytics, and employee perceptions of workplace privacy and protection in 2018.
To create a well-rounded report on the current state of people analytics and data privacy, we conducted two separate evaluations.
In Part 1, we surveyed 150+ HR leaders across a wide range of industries to gain an understanding of the current state of people analytics. We asked respondents to benchmark their analytics maturity level, specify how they manage employee records and data to HR activities, and describe the largest impact people analytics has had on their business. HR leaders were also asked to share current priorities and obstacles preventing the successful implementation of analytics.
In Part 2, we conducted an anonymous survey of 100+ full-time employees to gather their thoughts on data collection in the workplace. Employers are increasingly gathering data on employees–from workplace behavior to social media use and other personal information—to produce insights that benefit the business. The findings in part 2 explore employee perceptions of workplace privacy and protection in 2018.
In preparation for the 20th HR Metrics & Analytics Summit, we wanted to exclusively share these past presentations with you. Below you will find expert content on:
- Getting Ahead of the Talent Curve: From Reactive and Proactive to Predictive Recruiting
- Case Study: How AT&T Uses Predictive Analytics to Understand the Drivers of Employee Engagement
- Case Study: How Nike Uses Analytics to Flex to a Changing World
- Storytelling and Visualization: Presenting Your Findings for Maximum Business Impact
- The People of People Analytics
Learn how to prepare and develop a HR strategy in an uncertain time when technology and office culture is always changing. Either download the piece today or email firstname.lastname@example.org for your copy.
Want the tips and tricks for implementing a HR Analytics strategy into your organization? Access our inforgraphic today for all the information you need to launch a successfull HR metrics program or email email@example.com to request a copy via email.
Our co-located event, EX Impact Fall, sat down with Alexis Smith, Director of Employer Branding & Digital N.A. at Anheuser-Busch to discuss the impact of employer branding on the employee experience. Download this interview to learn:
- Marketing’s contributions to developing employer brand
- How Anheuser settled on an “escape room” theme as a creative marketing tool to increase their employer brand recognition
- Advice for those without a formal marketing background on how to integrate employer branding into HR and culture initiatives
Officevibe provides an overview of some of the ways that you can measure and improve employee engagement and outlines how doing so can benefit your company.If you would like to receive a copy via email, email firstname.lastname@example.org.
According to Bersin by Deloitte, 77% of execs say that people analytics are a priority, but only 29% think they’re successfully using outside data to predict workforce trends and target the right talent. To find out why, we spoke to 2017 conference Advisory Board member Kevin Moore, former Head of People Analytics at Gannett and now Director of Human Capital Analytics at Fannie Mae, about the Top 5 reasons people analytics initiatives fail -- and how you can avoid them. If you would like to receive a copy via email, email email@example.com.