New European regulations require reporting on over 200 workforce data points. Learn how to turn this compliance burden into a strategic advantage for your business.
#1about 7 minutes
Shifting from opinion-based reporting to strategic data analysis
HR must move beyond intuition-based reports by first understanding core business problems and then using data to provide strategic insights.
#2about 2 minutes
Case studies on reducing attrition with predictive analytics
Companies like Experian, IBM, and Cisco successfully used predictive models and workforce analytics to significantly reduce employee attrition and save millions.
#3about 6 minutes
Implementing the principles of evidence-based HR
Evidence-based HR connects people management activities directly to business performance by using a structured process to ask questions and analyze multiple data sources.
#4about 2 minutes
Advancing from descriptive to prescriptive HR analytics
HR must evolve from simple descriptive reporting to prescriptive analytics, using data to forecast outcomes and recommend strategic actions.
#5about 4 minutes
Understanding new HR reporting standards like ESRS and ISO
New mandatory standards like Europe's ESRS S1 and the global ISO 30414 require organizations to systematically report on workforce and human capital data.
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