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AI Powered Workforce Analytics: Navigating the Future of HR Metrics

Wednesday,
March 6, 2024
Time:
10:00 AM PST | 01:00 PM EST
Duration:
60 Minutes
Webinar Id:
707781
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Live Version

$145. One Participant
$295. Group Attendees

Recorded Version

$195. One Participant
$395 Group Attendees

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Live + Recorded
$289 $340   One Participant

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$599 $690   Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

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Overview:

In some HR departments there are many tasks and activities that repeat, daily, weekly, monthly, etc. and we try to automate or streamline that work where ever possible. More and more of those tasks along with interactions with staff and reporting to leadership can and are being managed in a new way with artificial intelligence (AI) or machine learning (ML).

In this presentation we will explore AI, how it is defined, terminology, common application area for HR and the related metrics typically used and requested/required by leadership. Starting with a basic understanding of the changing landscape of machine learning as applied to everyday interactions the material will address both the specific to work applications in human resources and how it will benefit employees, the organization and clients/customers.

Why should you Attend: According to some reports, 32% of HR staff are already using AI to assist them in the performance of their jobs, and their managers are not aware. Getting your AI strategy in place and solidified will benefit the organization and help mitigate risks associated with its use.

Your HRIS or HRMS probably is already using AI to help streamline reporting, aggregation of data, and assisting staff with repetitive tasks or activities. Certainly your 3rd party vendors in areas such as health and dental insurance, retirement, and others already us “Chat Bots” to provide assistance to your employees to fill out forms, find care or services close to them, make appointments with appropriate service providers, and many other applications.

Your HR Self Service portal can do the same for staff. Your HR Metrics can also be provided to senior leadership or all employees with similar applications. Tools currently in use cross the HR functional areas from developing job descriptions to creating employee engagement surveys, the use of AI is exploding in support functions like HR.

Areas Covered in the Session:
  • We will look at AI, ML, LLM, Chat Bots and HR Metrics. As an overview of these areas it will provide some ideas as to how to create and access a useful set of tools to leverage your HR team and resources to provide the greatest benefit for your organization and each team member. Learning to use these tools will be critical to your success, both personally and professionally
  • Several handouts will also be provided as both examples and potential resources as you start or continue your journey into effective use of AI to support critical reporting of HR Metrics

Who Will Benefit:
  • This will of most benefit to those who are beginning their process to find help in the world of AI to support organization expectations for HR Metrics that are the most meaningful for improving performance. Performance not just in HR but across the organization
Instructor:

Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting.

Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo. Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.


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