Terrorist networks are surpisingly effective as an organizational form. They are a model for conventional hierarchies that need to become more flexible and adaptive. Networks are often the invisible structure or "connective tissue" that is underlying the operation of conventional hierarchies.
How flexible is your organization? We can use graph theory to quantify the network properties of an organization. We can evaluate the flexibility of various industrial sectors, business entities, and operating units. This session will provide insight into the hidden world of network structures and the potential for improving organizational effectiveness through graph theory and network analysis.
Functions that fail focus on data. Functions that succeed focus on value.
The idea of data-driven HR has been a hot topic for several years now, yet the vast majority of HR organizations are still underserved with insights. If you want to build a successful workforce analytics project, learn from those who are leading the field. Master 5 essential practices for implementing and—more importantly—generating value from analytics.
Join this session to learn from workforce intelligence expert Ian Cook and hear his experience leading successful analytics projects at Fortune 1000 companies.
Key points:
Dr. John Steele, Senior Manager of Human Analytics for Best Buy, will show an example of a multifaceted predictive model, and how it was communicated as one actionable number. The presentation will cover inception, mechanics and insights through delivery. Models were created to proactively identify future HR problems for retail locations across the U. S. The predictive model leveraged prior metric history, operations metrics, employee engagement, local economic, demographic, and crime statistics to predict future employee relations cases and turnover. The model was cross-validated and examined over several years. Modeling produced intuitive, counter-intuitive, actionable, and inadvisable insights.
In another example, the audience can see an application of ‘dark data’, via extracting information from Word Documents in order to better understand HR Data and talent management practices. Discussion will include applications for unstructured data and insight comparisons among various tools including: R, SPSS Text Analytics, Clarabridge, and homegrown.
The promise of HR analytics today is more hype than reality. When you get beyond the sales pitch to what’s really going on, too often what’s left are analyses done on other people’s data that have questionable value for what your business is trying to accomplish. The problem is that the data you have at hand can provide some insights but too often falls short of what you need to close strategic gaps in business performance. Other orgs’ case studies are suggestive at best of what you might want to look at, but suffer the same challenge of providing meaningful, actionable insights.
In this session, Alec Levenson will present a new, unified way of addressing both business and HR challenges, using integrated analytics. His framework can be used to address any pressing business or talent issue to improve strategy execution and organizational effectiveness, and does not require a degree in advanced statistics to implement. Designed for both generalists and analysts, the framework has been successfully applied to unearth solutions to challenging business performance across a wide range of industries and business contexts.