Measuring your most important Asset: Human Capital

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1 Measuring your most important Asset: Human Capital Workforce Analytics Training We are all familiar with the conventional HR metrics that are frequently used in organizations today Turnover rate, time to fill etc. However, all these focus mainly on reporting and at the most, on alerting to a shift in pattern of what has already happened. Such metrics are known as lagging or historical indicators which, while valuable, offer limited predictive power or insight into the future. The limitation is that they focus on finding the solutions to the problems faced yesterday or today. Therefore, it is of utmost importance for organizations to start making the shift from HR Metrics to Predictive Workforce Analytics. Content: About the Presenter Why you should attend Questions answered About HCMI Audience Schedule and Agenda Contact Inormation Why you should attend This workshop provides attendees with the tools, techniques and process to successfully achieve human capital analytics excellence in any organization. Training is facilitated by recognized expert in analytics and workforce planning across many industries and small focused organizations as well as global 2,000 organizations. The training brings attendees through the process of measuring and analyzing their workforce. Most importantly, HR professionals will be able to project and quantify the future cost of HR and workforce decisions. Be assured to leave this workshop with a set of practical tools which you can immediately apply in your workplace. Key Questions answered in This Workshop! Is the ROI on Human Capital higher than the ROI for other business capital (i.e., on working capital, inves ted capital)? Is workforce productivity increasing, decreasing or static? How are we performing versus peers? Where does our best talent come from? Which businesses or managers are the best talent scouts and coaches? Is internal mobility a source of value creation or of turnover and cost at the organization? Are leaders effectively managing our human capital? Is there a correlation between manager effectiveness and workforce engagement, performance and retention? Ready to launch your Human Capital Analytics Journey?

2 Course Facilitator : Jeff Higgins CEO Human Capital Jeff Higgins is presently the CEO of Human Capital Management Institute (HCMI), where he leads international organizations to achieve global thought leadership in human capital analytics and workforce planning. He is actively involved in developing advanced analytics and planning products, solutions and services as well as establishing partnerships with organizations globally. Jeff is a frequent speaker and presenter at HR events where he has showcased breakthrough predictive analytic and workforce planning tools with verifiable ROI cost savings, revenue increases, turnover reductions and productivity improvements. Prior to this, as an Executive Vice President with Inform, Jeff managed a team of trainers and designed seven new workforce analytics and planning training courses, training new trainers who then led both standard and customized training workshops. Jeff is a driving force in Human Capital analytic advances among Global 2000 and Fortune 500 Companies as well as leading edge companies seeking to transform workforce data into a source of value and action via workforce planning and predictive modeling. Using his unique combination of experience as both a senior HR executive and as a former CFO, Jeff has helped many companies advance in analytics & workforce planning maturity from awareness to excellence, creating hundreds of millions in value for client companies. About HCMI At HCMI, we believe that there are ways to quantitatively measure human capital just as generally accepted accounting principles (GAAP) provide a framework to quantitatively measure and report organization financial performance. The workforce, often referred to as a company's most valuable asset, should not just be a period expense on the income statement, but also an asset on the balance sheet. HCMI helps organizations optimize their workforce strategy, and with our deep workforce analytics and workforce planning expertise, enables organizations to make decisions today that drive value tomorrow.

3 What the attendees have to say Very good training ground for HR professional who wanted to drive workforce analytics in the organization. ~Vice President, ASTRO This course is a must for HR professionals. The ability to manage by fact is a key competency, not only for business units, but also for HR practitioners. ~ Senior Vice President, HR, OCBC Without question, the registration fee for the event was well worth it. I got a sea of actionable ideas which gave me enough momentum and tools to proceed. I ve never attended a conference that was of such great practical value. ~ CMS Energy Corp., USA Very dynamic and effective Speaker very knowledgeable and good reference to company examples Training was very timely for me and the workshop met my learning needs Excellent materials that were very well presented ~ ConocoPhillips Inc. A great job at presenting the complex information This will help me do a better job at reporting the impact on the overall corporate strategy. Great illustrations; very effective teaching style Of all the workshops I ve attended, this resonated continuously ~ EDS, an Hewlett-Packard Company This event is targeted towards Professionals in the following roles and functions: HR Managers Directors Presidents, Vice Presidents General Managers Training and Development Recruitment Talent Management Organizational Development Workforce Planning

4 Workshop Agenda (Day 1 and 2) 08:30 Registration 09:00 Morning Session Begins 10:40-11: 00 Refreshments and Networking Break 12:45 Luncheon 14:00 Afternoon Session Begins 15:30-15:50 Refreshments and Networking Break 17:00 Course Ends Day 1 INTRODUCTION THE BUSINESS CASE FOR ANALYTICS, WHAT IS ANALYTICS, WHY IS IT IMPORTANT. The challenge of measuring human capital. Why measure the human capital or the workforce?. Linking business, workforce and HR strategy together. Workforce HR system data in decision making. Building a business case for analytics CASE STUDIES IN HUMAN CAPITAL ANALYTICS. Analytics potential on productivity, costs and performance. Analytics and the workforce, largest cost and greatest opportunity. Case Study, Banking & financial services company:. Workforce turnover. Case Study, Retail company: Sales force effectiveness. Case study: Real Estate company: Recruiting success profiles HUMAN CAPITAL ANALYTICS AND THE EMPLOYEE LIFE CYCLE: SOURCES OF VALUE. Recruiting and on-boarding. Internal mobility, career path, training and development. Performance, productivity and pay. Retention and turnover. Hands on analysis - Example analytics case: Outside hiring vs. Inside promotion STANDARDS IN HUMAN CAPITAL AND HR. The need for standards in HR. Establishing an analytic framework. Introduction to Human Capital Center of Excellence (COE). HR Transaction standards. HR Classification and structure standards. HR and human capital reporting standards HUMAN CAPITAL ANALYTIC PROCESS AND METHODS. Analytic techniques to solve workforce problems. Tools to use for human capital analytics. Data requirements, identifying data needs, gathering data. Combining disparate data sources. Segmenting and profiling human capital data. Using historical data. Trending analysis. Assessing HR policies and, procedures on the workforce. Hypothesis formation and testing (scientific method) IDENTIFYING DRIVERS, AND ROOT CAUSES. Root cause identification of workforce issues. Hypothesis structure and testing. Simple quantification of business and financial impact. Hands on Exercise: Problem identification, scientific method, testing and Interpretation

5 TECHNIQUES FOR ANALYZING AND VISUALIZING DATA. Communicating with data and visuals. Selecting proper charts and visuals. Chart use, problem identification. Chart use, issue insight. Chart use, driver for decision. Telling stories with data. Advanced storytelling: combining detailed data, visuals and a qualitative story Day 2 METRICS AND MEASUREMENTS: GOOD, VS. IMPORTANT VS. CRITICAL METRICS. Human capital metrics for measuring and managing the workforce. Choosing the best measures of your business. Benchmarks and targets. Scorecards for HR and the business. Choosing the right measures for scorecards. Critical or key metrics, identification and use DATA QUALITY AND ANALYTICS. Workforce data issues. Data governance and auditing. HR data quality, outliers versus bad data. HR transaction data validity and data consistency. Hands on Exercise: Analytics and measurement case study STATISTICS AND ADVANCED ANALYSIS TOOLKIT. Analysis toolkit Introduction. Advanced workforce segmentation, finding critical job roles. Statistical driver analysis Correlation vs. causation. Linkage analysis Linking human capital measure to business results. Case study examples of advanced analytics. Project future costs and savings impacts. Quantify productivity improvement and financial return on investment (ROI) BEST PRACTICES AND CRITICAL SUCCESS FACTORS. Communicating with data and visuals. Analytics success stories. Case study: Banking & financial services company:. Recruiting success profiles. Change management, communication, working with HR PROJECT MANAGEMENT AND SCOPING ANALYTICS PROJECTS. Where to look for potential analytics projects. How to find analytic projects. Scoping and sizing project opportunities. Getting management support and linking to business priorities.

6 Capitalize on the Expert Knowledge to gain Maximum Value on these Vital Issues! UNDERSTAND workforce data issues & trends to solve associated problems with analytic techniques. INDENTIFY root causes of workforce issues & QUANTIFY their impact to business. CALCULATE workforce cost savings, quantifiable productivity improvement and financial ROI. BUILD a business case using workforce data to support data driven decision making. RESOLVE the root cause of workforce issues by establishing a scorecard and developing metrics and benchmarks. UTILIZE age profiles, demographic and historical data to statistically analyze theworkforce and project future impacts in terms of costs and savings potential. LEARN the resources needed to successfully achieve human capital analytics excellence in your company. ACQUIRE the capability to build an effective workforce reporting visualization charts and trend analyses that effectively highlight workforce problems. Follow us on Facebook Capital-Management- Institute/ And

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