Power of People Analytics in L&D – Online

73 percent of HR leaders say people analytics will be a top priority over the next 5 years.

People analytics in L&D has become more strategic in many organizations as stakeholders (executives, boards) look increasingly towards data to demonstrate how intangible assets drive business results.

It can be challenging to prove efficacy, particularly, in the beginning, when skepticism about describing, analyzing, predicting, prescribing, human activities in both behaviorally-based performance improvements and dollars.

In this series of four, 75-minute sessions we will explore the good, the bad, the ugly and the beautiful of people analytics in L&D.

The workshop is delivered by people analytics leader Dr. Jim Sellner. Dr. Jim’s sole purpose is for you to discover the Genius in you. Rarely do you find a man as energized by his 40 years experience of working with over 3,500 entrepreneurs and business leaders. What makes Dr. Jim different is his no-nonsense approach, his ability to keep things simple while inspiring people to consider what they are doing and how small changes in behaviors yield significantly better results.

Workshop Format

The mode of delivery for this workshop is online. The workshop would be delivered in a highly interactive format, featuring four seventy-five minute sessions. The interactive format of this workshop includes polls and quiz chats for maximum attendee engagement. The workshop can be further tailored as per the needs and requirements of your particular group. Please contact us to discuss your customization needs.

Who should attend 

  • HR Professionals
  • People Analytics Specialists
  • Employee Engagement Specialists
  • People Operations
  • Talent Management
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Smartest Way to Explore What Will Happen at the Summit
  • Today The World Is Different: Very Different – Josh Bersin Not many organizations can say they understand how learners engage, learn & transfer-on-the-job most effectively. According to AIHR analytics, only a shocking 16% currently use analytics to analyze the learning needs of their people, even fewer can measure the ROI in dollars. Getting and using the right data in the right way makes all the difference between having power and influence – or not.
  • Getting data from various sources
    • From File from Folder
    • CSV files
    • From the Web
    • From Copy and Paste

Ya gotta earn it, because no one will give it to you. People Analytics in L&D is about designing, delivering & demonstrating behaviorally-based performance Improvements that yield business results. Embracing technology will not mean removing humans from the equation, it will demonstrate the power of employee experience(EX) to better deliver customers’ experience(CX) and users’ experience (UX).

And what to do about it.People analytics in L&D is both a tool and a process. Learning analysis is the process of collecting, measuring, analyzing, predicting, prescribing, delivering solutions, and reporting data with the aim to optimize and improve behaviorally-based performance, and ROI in dollars. It’s an exciting time with new hr technology, yet concerns of how employee data and AI will impact the future of work (and privacy) are in the forefront of workers’ minds.

Automation is nothing new, but AI is propelling it into new types of work tasks.
Between 2018 and 2019, organizations that had deployed AI grew from 4% to 14%, according to Gartner’s 2019 CIO Agenda survey. For L&D professionals, it means their roles will become more focused on coaching and management issues, recruiting, and retention. The time is now – should you choose to take the assignment.
As companies adopt AI, cognitive tech, process automation, and robotics, etc., virtually every job will change to become more digital, more data-driven and paradoxically focused on the employee(human) experience.

Dr. Jim Sellner
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Event Details
  • Start Date
    June 22, 2020 9:00
  • End Date
    June 23, 2020 5:00
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