The story starts with a simple fact – you cannot ignore digitalization and stay competitive in business, let alone be a market leader in any business.Application of cognitive theory in learning we live in a world where a smartphone app can change the market landscape in a matter of weeks. Love it or hate it – you can’t ignore it. Improved workforce productivity and performance, enhanced employee experience and wellbeing, and better HR reporting at a strategic level, are essential to the success of organizations and their ability to survive, now and in the decades to come.Application of cognitive theory in learning all this comes at a time when talented and highly skilled employees are not just becoming harder to recruit and retain, but actively rethinking their desired relationships with employers.Application of cognitive theory in learning

So, the HR has to go digital; and as organizations look to cope with these changes, they are embracing the workforce analytics at ever greater pace.Application of cognitive theory in learning these analytics can be used to improve workforce productivity, enhance employee experience and wellbeing, and increase the impact of HR overall.Application of cognitive theory in learning undoubtedly, workforce analytics is central to the future of HR, as it lies at the heart of initiatives to personalize the employee experience, optimize organizational design and improve team collaboration and effectiveness.Application of cognitive theory in learning

You will benefit by learning about strategic-level importance of HR 4.0 and people analytics. You will be empowered to widen your CEO’s and other senior managers horizons, by pioneering successful change management initiatives.Application of cognitive theory in learning you will have data-based facts that will enable you to shift the organizational mindset from fixed to grow. You will have data-based business insights, that will enable you to present outcome scenarios to your board.Application of cognitive theory in learning you will earn the seat at the table!

You will benefit by seeing and hearing the real stories, from the real people at operational-level of running the people analytics teams and departments.Application of cognitive theory in learning you will learn about the best practices in data-collection and processing, data-visualization and story-telling. You will become the most trusted adviser to your CHRO on value of data-based recruitment, talent-management, employee –satisfaction and retention, reward strategies benefits and much more.Application of cognitive theory in learning

You will benefit by learning about operational-level implementation projects of people analytics solutions; the mistakes that others made (so that you won’t).Application of cognitive theory in learning you will be presented with step-by-step processes, the challenges and roadblocks the team encountered along the way, how they’ve gained the stakeholders support, what worked and what’d didn’t and their lessons learned on these projects.Application of cognitive theory in learning

Probably it’s self-evident by now, albeit we’ll say it – you will have an all-day access to some of the very top HR decision makers and influencers in this part of the world and beyond.Application of cognitive theory in learning you will have an opportunity to network with not only delegates, but speakers, panelists, prominent journalists and bloggers and many of global top100 minds in the field, from around the world.Application of cognitive theory in learning naturally, you’ll get your exhibition space right in front of the main conference hall.

Luk is revered as a leading thinker, educator, influencer and is a well-known content contributor, blogger, columnist and author of many articles.Application of cognitive theory in learning he is an invited speaker at international conferences and helps clients set a higher ambition for strategic HR intelligence, leading consultative projects and strategy meetings with such organizations as ahold, deloitte, BNP paribas, zurich, ING, KPN, ABN-AMRO, AXA, philips, rabobank, UWV, realdolmen, acerta, NS, BASF, besix, strukton, bekaert, randstad, eandis, AG, postnl, AON, raet, to name a few.Application of cognitive theory in learning

In our projects, we are seeing that many organizations are starting with people analytics without thinking of an operating model. We have experienced many times that organizations get stuck after a while and are not making (analytical maturity) progress anymore because the lacking 'rules of the game' (= operating model).Application of cognitive theory in learning I will take the participants thru my experiences and learnings in working with organizations that got stuck after a few initial experiments.Application of cognitive theory in learning

Ninety percent of the data in the world has been created within the last two years alone, and the continued emergence of new technologies will likely increase that rate even more.Application of cognitive theory in learning HR leaders have been attempting for years to use people analytics to turn this vast amount of data into actionable insights, but many still struggle with how and where to apply people analytics to maximize the return on investment.Application of cognitive theory in learning in the coming year, more and more organizations will start to apply people analytics in a new way, with a direct focus on the individual, rather than through HR or leaders—a bottom-up approach, as opposed to just top-down.Application of cognitive theory in learning

Last year, bersin’s high-impact people analytics research revealed that only 2 percent of surveyed organizations are highly mature in people analytics.Application of cognitive theory in learning that tiny percentage has granted us an advance look at how to put people analytics to work. The most mature functions not only integrate it throughout their enterprises but also focus it on addressing business problems, enhancing the quality of day-to-day decision-making, and expanding its accessibility and use through robust insight delivery systems.Application of cognitive theory in learning the purpose of people analytics in these few high-performing companies? Enhanced workforce productivity and performance.

Today, most organizations that have adopted people analytics still use the insights it delivers for the benefit of the HR function: to help improve people processes, to better plan for needed workforce capacity and capabilities, and to effectively attract, manage, develop, retain, engage, and reward people.Application of cognitive theory in learning tomorrow, more organizations will embed people analytics in the flow of work to enable people to increase their productivity and improve their performance on their own.Application of cognitive theory in learning

As the key user of people analytics shifts from HR or leaders to the individual, the personalized performance and development indicators, insights, and prescriptive actions it can deliver will come to the fore—raising the benefits exponentially.Application of cognitive theory in learning organizations will still need to pay careful attention to data security, privacy, and ethical issues. But individuals may feel less concerned about their employers monitoring email and meeting behavior if they reap direct benefits of that activity—for instance, automatically generated suggestions about which meetings to attend or skip, and which people to meet with or avoid.Application of cognitive theory in learning organizational network analysis and meeting metadata make this possible. These insights alone could result in enormous productivity enhancements, given the time spent in meetings.Application of cognitive theory in learning

Better yet, people analytics will deliver its benefits in real-time. Aggregated data feeds into people analytics systems will provide leaders with early warnings regarding workforce engagement issues, roadblocks to productivity, retention issues, and even burnout or safety signals.Application of cognitive theory in learning leaders will get insights and suggested actions proactively, rather than having to dig for them. Today, most organizations require leaders to stop their work and go to a separate place to slice and dice data for actionable insights.Application of cognitive theory in learning not surprisingly, many never find the time. In the coming year, prescriptive insights will become an expectation—real-time, work-embedded insights accompanied by suggested actions nudging the expected behavior.Application of cognitive theory in learning

It will fall to HR, and particularly, the people analytics team, to thoroughly integrate people analytics with all people-related systems and embed them all in the flow of work.Application of cognitive theory in learning rather than running reports and looking for insights, the people analytics team will create the environment in which people are equipped to take action quickly and seamlessly.Application of cognitive theory in learning

To accomplish that, vast amounts of structured and unstructured data—operational, people, financial, and customer, both internal and external—will be collected and correlated to identify what exactly drives business outcomes.Application of cognitive theory in learning organizations will be able to accomplish this using various next-generation technologies such as AI, machine learning, and cognitive computing.Application of cognitive theory in learning this, in turn, will require the people analytics team to build closer and more intimate connections across and outside the enterprise, and to more rigorously monitor the use of people data to ensure it is ethical and secure.Application of cognitive theory in learning

HR leaders have talked about people analytics for years, and now we’re on the cusp of an explosion in its use and application. HR will certainly play a central role in attaining its long-promised and much-needed productivity benefits.Application of cognitive theory in learning technologies are here to make this happen and are accessible and affordable to much broader populations than ever before. But, to really transform people analytics, the more savvy organizations will treat the workforce—not HR and not leaders—as the customer of people analytics.Application of cognitive theory in learning the opportunity ahead is vast: by understanding that the individual is at the heart of their business, organizations will turn people analytics from a backward-looking HR activity focused on reporting the past into a workforce and business benefit, and in doing so empower each person to do their best work and grow their career—and ultimately be more productive.Application of cognitive theory in learning