Footer Navigation

Header Navigation

People, Leadership & Culture

The workshop is primarily designed for organizations looking to start with People Analytics or those who have already taken some steps and seek inspiration. It can be used as a deep dive into the subject for an HR Management Team or as a lighthearted yet valuable session during a team day. Anyone can participate in the workshop regardless of their role or experience. Of course, we tailor the content of the workshop to the context in collaboration with the client.

The best workshop emerges when:
▪️ The client shares information in advance, including HR strategy, HR Operating Model, and HR project portfolio.
▪️ Two or three key stakeholders in advance, including HR Strategy, HR Operating Model, and HR project portfolio. 
▪️ Workshop participants share their learning needs. 
Additionally, there are the usual requirements, such as a comfortable room with a projector and flip chart. No complicated preparations required!

A budget of EUR 1.495,- is required for this workshop. This budget is exclusive of VAT but includes travel time, preparation, the workshop itself, and follow-up/evaluation after the workshop.

<a href="https://www.linkedin.com/in/irmadoze/overlay/about-this-profile/?locale=nl_NL&amp;lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base%3BcSYFc35kTEebTlAxi%2FmHRw%3D%3D" target="_blank" rel="noreferrer noopener">Irma Doze - Managing Partner</a>
<a href="https://nl.linkedin.com/in/gidovanpuijenbroek" target="_blank" rel="noreferrer noopener">Gido van Puijenbroek - Managing Partner</a>

g-recaptcha-response

CRAFT_CSRF_TOKEN

freeform_form_handle

Event Registration Form

Gido van Puijenbroek kleur

People Analytics Strategy

Increasing the chance of becoming data driven, increasing the speed of the transformation to data driven, effectively removing People Analytics blockers, creating ROI from People Analytics. That is the value of a solid People Analytics strategy. <a href="https://highberg.com/products/people-analytics-strategy">Read more.</a>

People Analytics As A Service
Wouldn’t it be nice if you could rely on a partner to bring your organization to People Analytics maturity at lightning speed? <a href="https://highberg.com/products/people-analytics-as-a-service">Read more.</a>

AI Act &amp; HR
With the wide definition of AI as adopted in the AI Act, this piece of EU regulation is relevant to many HR organization. Does your organization know if the AI Act applies to it? And is your organization ready to implement the control measures the AI Act requires? <a href="https://highberg.com/products/ai-act-hr">Read more.</a>

Governance within People (HR) Analytics: insourcing or outsourcing

Insourcing or outsourcing

governance-within-people-hr-analytics-insourcing-or-outsourcing

To successfully implement HR Analytics or People Analytics, governance is crucial, and you need experts in various roles within the data domain. But what are those roles exactly, and is it more practical to have them in-house (insourcing) or to outsource them to an external party (outsourcing)?
Highberg has gained a lot of experience with governance models for HR Analytics. Therefore, in this article, we will delve deeper into the various possibilities.

Alex Hellemons

Netherlands

Organizational

With the right questions asked, data Scientists can start cracking

People Analytics practices

people-analytics-practices-to-improve-talent-acquisition-retention

Define required insights When the employee segments with a retention/attrition challenge have been identified, analysis questions can be defined for each segment. Or in other words, which insights are required to improve retention and reduce attrition? For example:
<ul><li>Within the groups with increased attrition, what factors are related to retention/attrition?</li><li>Why are people within these groups leaving the organization?</li><li>Where are these people leaving to?</li><li>What is the flight risk of people within these groups?</li><li>Which teams can expect unnatural attrition in the future?</li><li>What are potential mitigating actions for the people who are at risk?</li></ul>
Start with People Analytics 
When employee segments and analysis questions are defined Data Scientists can start cracking. Data Scientists will use Machine Learning techniques to answer the abovementioned questions, or they will go one step further and can build algorithms that support HR in its daily operation. Using predictive or even prescriptive data science techniques, Data Scientists can build an algorithm which indicates in which teams the chance of attrition is the highest. The algorithm can even provide suggestions to HR about potential interventions to prevent attrition in the team.

People Analytics practices to improve Talent Acquisition & Retention

Discover the power of People Analytics and transform your HR practices into data-driven HR

1 to 7-day Training | Classroom & In-company

hr-analytics-training

Welcome to our dynamic training program, specially designed for professionals aiming to enhance their impact in the HR domain. Whether you're an HR business partner or consultant, an HR Analytics translator, or an HR analyst or reporting specialist, whether you're just starting out or already have existing experience and knowledge in certain areas, this flexible training in HR data, metrics, insights, and analytics provides the key to optimizing your knowledge and skills, unlocking the power of HR data.

HR Analytics Training

Data & AI

Government and Public Sector

Navigating the complexities of upscaling data & analytics in civil society organizations

Data & analytics: Beyond the pilot phase

Data-analytics-Beyond-the-pilot-phase

On February 3rd 2023, we organized a Round Table on Data &amp; Analytics for civil society organisations. Large and small municipalities, provinces, ministries and the House of Representatives joined the virtual table. The central question that was at the table: How do we get from pilot to upscaling? 
Many organizations have set up innovation teams or data labs. After initial successes, it often proves to be a challenge to ensure that data applications are well embedded in the organization, are scalable and are developed further in order to actually realize the added value of the new data application for the business. In this roundtable, we presented four dilemmas and discussed success factors for technical and organizational upscaling. With some additions from our side, we give a view of the afternoon in this insight.

Sander Spanjaard

Digital

Getting started with People Analytics!

People Analytics Discovery Workshop

Want to take a data-driven approach to HR or learn more about People Analytics? With the People Analytics Discovery Workshop, we'll take you and your colleagues on a 2 to 4 hour journey into the fascinating world of data-driven HR. During this lively and interactive session, we will delve deeper into:
▪️ What is People Analytics?
▪️ What is the value of People Analytics?
▪️ How do you successfully get started with People Analytics?
▪️ What are examples of People Analytics?
▪️ What People Analytics roles exist, and what does each role entail?

People Analytics Discovery Workshop

For whom is this People Analytics discovery workshop?

What are the requirements for the People Analytics discovery workshop?

What budget is required for the People Analytics discovery workshop?

Facilitators

Register here for the People Analytics Discovery Workshop

Do you want to know more about People Analytics?

People who are interested in People Analytics as a service also showed interest in:

Related Insights