Peter Reilly – Principal Associate

Peter Reilly – Principal Associate

InstituteEmploymentStudies

Guided Round-Table

Using HR Analytics to Solve Commercial Issues and Improve Organisational Performance

 

A group interactive exercise in exploring:

- The value of HR analytics to the business
- Problem solving and risk assessment not just data reporting
- The HR analytics process

Small group discussion (your choice of topics)

For each topic, the group will discuss:
- How do you frame the hypothesis to be tested?
- What data would you need?
- How would you present your results in a compelling way?

Option 1: Performance and productivity
- How can you use analytics to identify performance shortfalls or opportunities?

Option 2: Organisational health
- Using a variety of indicators (eg absence, wastage, employee engagement, safety) to point to risks to organisational success

Option 3: Innovation
- How would you assess the level of organisational innovation and the degree of employee contribution and opportunities for improvement?

Option 4: Leadership and Culture
- How do you determine the most effective leadership style to deliver business results, and how do you test whether your current leaders meet these characteristics?

Option 5: Supply-side difficulties
- If you are struggling to resource your business, can you identify - and take steps to rectify - the causes of your problem (eg. supply shortage, high wastage, failure to attract, etc)?

Discuss the conclusions and common threads between the groups.

Biography

Peter Reilly joined the Institute for Employment Studies in 1995 as a Senior Research Fellow and eight years later became Director HR Research and Consultancy. In May 2014, he resigned to become self-employed whilst continuing his attachment to IES as a Principal Associate. Peter still contributes to consultancy and research work on workforce planning and HR analytics at IES.

Clients come from all sectors and his involvement ranges from facilitation, running training events, through expert advice to design and evaluation. For example, he contributed to research on HR analytics for the Ministry of Defence including conducting several case studies and has run sessions on analytics in higher education and the health service.

Peter has authored a number of guides to workforce planning and is currently co-authoring one for the CIPD. Last year he published ‘The path towards predictive analytics’. He has also blogged on HR analytics for IES and Symposium Events. He is a frequent conference speaker on workforce planning and HR analytics subjects.

Prior to IES he had a 16-year career with Shell holding various posts in the UK and abroad.

He is a graduate in history and politics from Cambridge and Kent universities.

Using HR Analytics to Solve Commercial Issues and Improve Organisational Performance

Guided Round-Table Using HR Analytics to Solve Commercial Issues and Improve Organisational Performance   A group interactive exercise in exploring: – The value of HR analytics to the business – Problem solving and risk assessment not just data reporting – The HR analytics process Small group discussion (your choice of topics) For each topic, the […]

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