People Analytics in the Real World
Getting Started!
HR wants a seat at the table as strategic advisors to senior leaders. Data, tools and insights provide the path HR needs to deliver sound, data-based guidance to those leaders.
HR organizations have long wanted a seat at the table as strategic advisors to senior leaders. In that role, HR would have immeasurable influence on the organization. Leveraging data, tools and insights – HR teams could provide sound, data-based guidance to leaders.
Dr. Sarah Johnson, vice president of enterprise surveys and analytics with Perceptyx, says it’s easy to see why.
“Numbers allow us to quantify impact. They identify linkages between actions and reactions. Analytics can help HR separate the nice to know from the need to know, and direct us to those policies and practices that will help the organization achieve its objectives.”
It sounds promising, but how to get started?
In her webinar, Dr. Johnson will help HR teams understand that People Analytics is within their reach. Start at the beginning, and provide your leaders with simple but impactful insights.
Benefits include:
- Learn what it takes to make a simple, but powerful, start to people analytics.
- Hear a case study of how one company used employee engagement survey data to evaluate leadership development programs.
- Understand the steps you can take now to get started in people analytics.
Photo courtesy: StockPhotoSecrets
Presenters:
Sarah Johnson
VP, Enterprise Surveys and Analytics
Perceptyx
Sarah reveals that she never wanted to run a company, but did aspire to be a “strategic influencer” - the person behind the CEO to answer “What advice do you have to help me make this decision?”
And that is just what Sarah does.
Dr. Sarah Johnson, Vice President of Enterprise Surveys and Analytics at Perceptyx, Inc., has more than two decades of experience in her field. She specializes in employee engagement, organizational development and effectiveness and survey data analysis – advising senior leaders at Fortune 500 firms around the world.
Sarah witnesses executives struggling across industries with such common challenges as leading a global company through transformational change, leading successfully in turbulent times, and driving employee engagement and retention among high-potential employees. Sarah says she is most often asked by clients how to leverage employee engagement to drive organization strategy. Her clients rely on her to capture the attention of senior leadership in a way that “makes the light bulb go off in their heads” when discussing employee engagement and alignment.
Sarah says she believes that companies need people who are not just book smart, but “maze bright” – people who can adapt to different cultures and continually changing circumstances. As she puts it, those people who can “read the signs and figure out where to go from here.”
Sarah, an industrial/organizational psychologist, began her career by happenstance: she initially wanted to become a clinical psychologist. One day Sarah’s father, a metallurgist and head of research laboratory, described how a group of consulting psychologists helped his leadership team make hiring and executive succession decisions based on background gathered from leadership assessments. “My father helped me see how psychology could be used in a corporate setting, which led me into the field of organizational psychology” she says.
Sarah works with clients around the world, from as far north as Denmark to as far south as Brazil. She enjoys the travel global consulting entails, experiencing different cultures and getting out of her comfort zone, which she attributes to the fearlessness and abilities she acquired as a child growing up near the city of Chicago, which she explored every chance she had.
Sarah received a bachelor’s degree in psychology from Purdue University, and holds a Master of Arts degree and PhD in industrial organizational psychology from The Ohio State University. Prior to joining Perceptyx Sarah was a Global Practice Leader at CEB. Prior to CEB, she led the global organizational survey program at IBM, and held a number of HR positions at IBM that gave her experience in Employee Relations, Compensation, and Resource Planning. Sarah began her professional career at Procter & Gamble.
