Blending Data Sources for Commercial Impact

How do you show commercial value through people insights, and then execute on the plan? This panel discusses combining commercial, value-creation analytics with recruiting and resourcing activities, and using a blend of people, finance and operational data sets to support short, medium and long term workforce planning.

As the world moves faster and organisations struggle to keep pace with internal (controlled) and external (uncontrolled) factors, workforce insights and organisational measurement becomes increasingly important. Whether providing forecasting and predicative analysis, or simply timely resource data and reports for decision makers, making the most of total organisation data (internal) and market/industry data (external) will really enable a differentiated service and decision support across HR, Finance, Recruitment and Workforce Planning.

Using a blend of people, finance and operational data sets to support immediate, medium and long term workforce planning. How do you show commercial value through people insights and then execute on the plan?

• The value of combing workforce planning and Talent Acquisition
• The hybridisation of Finance and People data – blending data points to meet complex business questions head-on
• The importance of technology and data quality – build/buy, insource or outsource
• In a high-inflation environment, how does recruitment/attrition drive uncontrolled costs?
• Competitive differentiation in an increasingly asynchronous labour market – getting ahead of the trends.

• Better visibility and control of workforce data – leading to increased benefit and commercial results
• Competitive approach to headcount management and talent acquisition – connect the dots
• Build team capability and co-operation and co-ordination with your finance and operational colleagues
• Use appropriate scaled approaches for the business need – tactical, operational, strategic planning.