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A successful and sustainable analytics project relies on your internal customers trusting the insights you generate to guide their decisions and operations. In HR (as in some other areas of business), where there is often a deeply-rooted culture of decision-making based on subjective experience, learned knowledge, emotional/empathic judgement and instinct, this can be a problem.
This culture is borne of the historical need for a human touch in what is of course a uniquely people-centric function. In the age of digital transformation, this therefore presents a big challenge in building an awareness of the value of data, a level of trust in its usefulness, and a willingness to defer to the recommendations of a faceless algorithm in decisions affecting the people that HR professionals have spent their careers proudly specialising in treating with empathy and human judgement.
How does the HR leader who is driving the analytics transformation in their department overcome this resistance? How are the gaps in capability and confidence overcome, and how will the role of the HRBP need to change to accommodate the demands of the new digital organisation?
Who Should Attend:
Talking points include:
– What causes HRBPs and HR staff to lack confidence in data and not make use of it?
– How can analytics and data insights be made more accessible and usable?
– How will the role of the HRBP need to change in a data-driven HR department?
– To what extent should insight from data take priority over gut instinct in decisions?
– When to focus on pockets of data-driven HR vs. collective mobilisation/alignment?
Join the discussion – ask questions of the panel via the conference app, see other people’s questions and upvote the ones you like.
There will also be microphones, if you prefer to ask your question directly to the panel.
Hear from 3 very senior HR and Analytics leaders about how they have approached these challenges, and come away with inspiration and practical ideas that you can use in your own organisation.