Human Capital Reporting is often a starting point for many People Analytics functions. While it may seem easy to report without any advanced analytics, the people analytics leader needs to use various skills to succeed. The session focuses on the importance of setting yourself up for success, which is sometimes a more complicated route than only converting your company data into tables and graphs.
Key Takeaways
- How the beginning of your people analytics journey is determining your future success.
- Why you shouldn’t necessarily choose to report on all the data that you have.
- How you have to analyse the stakeholder landscape, to enable yourself to engage in the proper dialogues.
- Choosing metrics to report that matters to your business.
- Ways to set up a foundation for yourself (the People Analytics responsible) to succeed in the future.
————————————————————————————————————————————————————
Bio
Søren Kold – Head of People Analytics | Hempel
With a career in People Analytics spanning close to 15 years, Søren is a very experienced leader and practitioner in the field. He held positions as Head of Analytics for Ennova, Head of People Analytics with Grundfos, and recently he joined Hempel at the beginning of 2021 as Head of People Analytics.
Søren has gained excellent experience throughout his career in linking people and business data to a business outcome, building People Analytics functions and setting the strategic agenda. Specifically, Søren has extensive knowledge of People Analytics strategy, employee engagement and experience, employee turnover, measurements and HR-related metrics, research methods, and organizational behaviour. He is a co-developer of the Global Employee and Leadership Index (GELx) framework and an international conference regular; speaker and panellist.
Day 2 | 28th of April
Søren Kold – Head of People Analytics | Hempel