I attended the SHRM-Atlanta conference last week and it was all about community and “Working for a Better Atlanta. It was quite evident as soon as anyone hit the door that people were there to learn, network and grow as professionals over the two-day conference period.
As with other conferences, there were several sessions tracks from Business Acumen to Total Rewards to Talent Management so an attendee could attend sessions based on their current role, projects or future aspirations. Most of sessions I attended were along with HR Leveraging Technology and Business Acumen tracks.
One of the best sessions of the conference was led by Cathy Missildine-Martin of Intellectual Capital Consulting. Her session was titled, “Using Data to Make the Right HR Investments.” Cathy had a room full and it was clear that HR professionals needed to sit in her session to learn more about HR Analytics, which Cathy so happens to be very passionate about. Cathy discussed HR Analytics and its importance to the overall business strategy. She started the session by referencing an Accenture study stating that “89% of CFOs have experienced an increase in their workload and 39% of that was taking over the Human Resources function.” That was an immediate wake-up call for HR practitioners in the room. She then asked a question to the audience, “How many metrics is your HR department currently tracking?” There were blank stares all over the room…few knew the answer to this question. And, we wonder why CFOs are managing and taking over the HR function!
She went through an HR Analytics model using an example of a company with a call center and she nailed down sales training cost along with rewards and recognition cost and tied those two pieces directly to customer satisfaction, turnover and engagement. She laid out the cost/benefit analysis for an organization against the cost of training and rewards programs to help make the case for such programs and tie them to the bottom line.
Finally, Cathy ended her session by guiding the audience on how they should share recommendations with organizational leaders. The key point that she drove home is…do not bring your leadership team pages and pages of data and sit it down for them to read. She suggested using the “killer slide” concept, keep it simple and astound them with the overview of information not all of the details. The point…you don’t have to prove to the C-level executives that you’re good at HR and math, just bring the information they need and use the language of the business. Last but not least, she suggested you tie all recommendations and observations back to the overall business strategy.
To close, Cathy challenged us all to go out and be the HR Rockstars we all are!
This was one great session of many at the SHRM-Atlanta Conference. You can find Cathy Missildine-Martin at www.intellectual-capital.net.Share