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The Power of People Analytics

View this recorded webinar to learn:

  • Benchmarking data showing most organizations’ perceptions of their people analytics capabilities, and what they see are the steps to improving
  • The most impactful metrics and analysis studies being done at high-performing companies
  • The “analyze, align, and act” model which helps prioritize and direct your talent science efforts
  • A comprehensive look at the benefits of data integration for both the end user and the administrator

In 2017 talent management solutions are capable of more complex analytics than most users will ever require. This empowers HR professionals to do more, but they often find their hands tied due to incomplete system integrations or a lack of people-data skills within the organization. When companies can assemble the trifecta of “analyze, align, and act,” they will be more adaptive and better able to create value with analytics technology.

Listen to Brandon Hall Group’s Cliff Stevenson and Infor’s Dr. Jill Strange as they discuss the newest ways organizations are using people analytics, often called talent science, to both identify and create competitive edges. By providing research, real-world examples, and answering your direct questions, they will show you the practical uses of the newest talent science applications.

Meet the speakers:


Jill-Strange-150x150

Dr. Jill Strange, Director of HCM—Behavioral Science, Infor

  • Specializes in the design, development, and implementation of talent assessments, talent management systems, and other tools designed to maximize a company's workforce
  • Leads a group of Infor industrial/organizational psychologists and data scientists that help organizations optimize talent and achieve business goals through the selection and development of the right people for key positions
  • Prior to Infor, Jill designed and implemented the talent assessment strategy for Wolters Kluwer North America; project manager at APT Metrics; science leader at SkillsNET
  • Provided external and internal consulting services around job analysis, employee selection and validation, and litigation support
  • B.S. in Psychology, Southern Methodist University; Ph.D. in Industrial and Organizational Psychology from the University of Oklahoma.
   

Cliff-Stevenson-150x150

Cliff Stevenson, Principal Analyst, Workforce Management, Brandon Hall Group

  • With Brandon Hall Group since 2015
  • Previously a senior analyst with the Institute for Corporate Productivity (i4cp)
  • Business focus on:

    • Data and analytics
    • Performance management
    • Recruitment, acquisition, retention, and attrition

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