HR Metrics & Workforce Analytics

I am so excited to be presenting my first "Business" HRCI approved program for two of our ILSHRM chapters over the next couple of days. The first one is in Decatur and the second is in Peoria.

Regardless of the size of the organization, HR metrics and workforce analytics are becoming increasingly beneficial. With the transition of HR metrics and analytics over the past 30 years, managers are now finding it easier to balance the costs and benefits of decisions due to improved HR infrastructures. However, HR metrics and workforce analytics are not a guaranteed return on investment. You need to be able to decipher what data is appropriate to collect. Learn how to use this information to increase managerial decision-making efficiency. This program will help you understand workforce and HR metrics with HR objectives, business strategies, and organizational goals. It will also teach you how to implement HR metrics and workforce analytics to improve organizational results.

Learning objectives from this session:

How to develop and implement HR metrics and workforce analytics to measure organizational results vs. its goals and objectives (SPHR Functional Area 01-06).
When and how to align and incorporate metrics into business plans to achieve growth and improve revenue (SPHR Functional Area 01-12).
How to use metrics to conduct cost/benefit analyses and increase managerial decision-making capacity (SPHR Functional Area 01-12).
How to select the important and appropriate data to collect and analyze.

PRESENTED IN 2014
Decatur meeting announcement: http://decatur.shrm.org/events/2014/09/september-meeting-metrics

Peoria meeting announcement: http://heartofillinois.shrm.org/events/2014/09/september-hihrc-lunch-and-meeting-metrics-workforce-analytic

PRESENTED IN 2015
Human Resources Association of Central Illinois (HRA) on May 8, 2015

Metro East meeting announcement: http://meishrm.shrm.org/events/2015/05/mei-chapter-meeting-date-change-now-may-21st

Central Illinois Human Resources Group Announcement: http://cihrg.shrm.org/events/2015/09/september-luncheon-metrics-workforce-analytics

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek...

Is the Good Ole' Boy Network a Myth or Reality?

The following was originally written in 2011 and posted on the Women of HR site here: http://womenofhr.com/is-the-good-ol%E2%80%99-boy-network-just-a-myth/ As I prepare for a program on harassment and discrimination to be delivered at the Danville Community College later this month, I was reminded of this post and thought I would share again here. From the archives: From Women of HR By Donna Rogers, SPHR, SHRM-SCP The following are a few hypothetical (not really) life stories related to human resources, being a woman in what is still in some circles ‘a man’s world’ and organizational behavior. At the end of each story, I challenge you to put yourself in the position of anyone in this story and comment on whether or not you think the “ good ol’ boy ” network is a myth or has a touch of reality. There are no right or wrong answers. Have fun! Myth or reality? A fully qualified female non-commissioned officer applies for a commissioned officer position within a department for which she ...

Spotlight Rogers HR Consulting

Found this throw back interview online today! #interview

Another Day in the HR Field

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