New Webcast Helps HR Executives Avoid Roadblocks to Successful Human Capital Analytics

Choosing an appropriate staffing, support, and measurement process model assists HR leaders in building a stronger foundation for workforce planning, reporting, and analysis

Washington, DC (HRMarketer/PRWeb) November 9, 2007 -- Demonstrated success in human capital measurement and analytics enables more precise understanding of how the workforce contributes to business success. However, several challenges must be overcome if HR is to lay a proper foundation for a data-driven decision-making:

-HR staff are often least effective in non-traditional functional roles, such as applying workforce analytics and understanding business fundamentals; such inexperience, coupled with increasing pressure for on-demand analysis, can potentially destroy any progress towards measurement maturity.

Ultimately, building a data-driven decision function within HR can radically change the way that managers think about workforce profiles, capabilities, and investments, and bolster HR’s role as a strategic business partner

-Many organizations seek to add human capital analytics responsibilities to HR Generalists’ already over-flowing portfolios; in such situations, time constraints hinder the ability of new analysts to get the "reps" required for developing an analytics competency.

-Given limited staff bandwith for data analysis, HR leaders must decide how best to utilize an emerging measurement capability, deciding which human capital issues possess the greatest opportunity for analysis and impact.

In response to these challenges (and others), The Infohrm Group is hosting a new webcast, "Laying the Foundation for Human Capital Measurement and Analytics," presented by company directors Mick Collins and Harv Phandal.

Go to HR.com to register for the webcast, which take place on Wednesday, November 14, from 11am-12pm EST.

Specific questions answered during the presentation include:

1. What skills are required for effective human capital measurement and analytics?
2. How should HR structure an analytical "Center of Excellence"?
3. What internal and external training and education resources are available to new human capital analysts?
4. How should human capital analysts decide which workforce issues are most suitable for investigation?

"Ultimately, building a data-driven decision function within HR can radically change the way that managers think about workforce profiles, capabilities, and investments, and bolster HR’s role as a strategic business partner," explains Mick Collins, Director of Marketing with The Infohrm Group. "Creating a structure in which HR staff have the skills and resources to mine workforce data, test their hypotheses, and utilize these new insights as part of business decision-making is an important element in this process."

About The Infohrm Group

The Infohrm Group is the global leader in on-demand workforce planning, reporting, and human capital analytics solutions. With over 25 years of experience, and a strong customer base consisting of Fortune 1000, non-profit, and government clients, Infohrm has paved the way for organizations to measure the impact of human capital initiatives and drive business results. The Infohrm solutions couple a leading edge on-demand technology platform with strategic consulting services to focus on the analysis of data to help organizations make informed decisions around human capital practices. Learn more at www.infohrm.com.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

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