Five years ago, I recall speaking to an attendee at a SHRM Annual Conference—an HR professional from a Fortune 100 company—who asked if SHRM would consider including additional sessions on HR analytics at future conferences. “I need to learn more,” she said. “My CEO wants to see numbers!”
Ask and you shall receive.
Not only did we add more sessions to later Annual Conference events, but now we’ve also introduced an entire conference devoted to people analytics: the SHRM People Analytics Conference, to be held January 14-15, 2020, in Seattle.
Why is this conference important to your continuing development as an HR professional?
Critical Evaluation is one of the eight behavioral competencies in the SHRM Competency Model, which forms the foundation of the SHRM Body of Competency and Knowledge™ (SHRM BoCK™). It’s the ability to interpret information in order to make business decisions and recommendations, and it’s more in demand than ever before. HR professionals who are competent in Critical Evaluation understand how to gather data; look for patterns; and develop objective, analytical approaches to problem solving and strategy creation.
It’s no surprise that in the HR Magazine article “HR 2025: 7 Critical Strategies to Prepare for the Future of HR,” the first strategy cited is Embrace Technology and Analytics. As artificial intelligence and chatbots make data collection easier, HR can analyze the information to “predict and assess everything from employee retention to recruitment strategies to the success of wellness programs.”
The key is adopting a data-driven approach to HR management. In another HR Magazine article, “Critical Evaluation: Put Your Analytics into Action,” Jeanne G. Harris, co-author of Analytics at Work (Harvard Business School Press, 2010) and Competing on Analytics (Harvard Business School Press, 2007) and former global managing director of IT and analytics research at the Accenture Institute for High Performance, writes that “many HR departments have taken small steps in the right direction by buying more data, purchasing software, hiring quantitative analysts, incorporating social media into recruiting efforts, piloting big-data projects or sending a few people to seminars. While those actions can be a good start, they are just that—a beginning from which HR professionals must build in order to truly develop their analytic capability.”
In Harris’ article, Elpida Ormanidou, formerly vice president of global people analytics at Walmart and now vice president of data services at Starbucks, is quoted as saying “Analytics is a muscle we build. You cannot buy yourself into an analytics capability.”
If you’re ready to build your analytics muscle and become more valuable in your HR role, please join us in Seattle for some power training.
Even better, you can use the promo code PA20THANKS for 50 percent off registration.
We can’t wait to see you there!