Why understanding and developing organizational values and culture is the new competitive advantage.

1. Combating workload & burnout.
How to reduce teams' workload and boost efficiency? How to keep teams' well being high? How to boost teams' connectivity & development? How to support leaders in evolving hybrid ways of working?

2. Initiatives taken so far to prevent burnout and attrition - active listening.
What are the data from surveys good at and what are they missing? What are the key factors that impact retention? What questions should you ask to know how your teams are doing?

3. Passive listening coming into play at a large scale now to face the challenges.
How does the data help to get a full, more objective overview of employee experience? Which work habits should you measure and why? How to implement people analytics in an ethical and impactful way?

4. Work habits of high performing teams.
What are the theoretical and empirical benchmarks you can refer to? How to start building healthy work habits to prevent burnout and attrition?

Talent Retention Management is a new category of People Technology which unifies enterprise and HCM data, applies advanced AI, reveals talent risks early in real-time, provides actionable insights, root cause explanations, comparisons, recommendations, and enables employee care at scale to materially improve employee engagement and retention.

All over the world, attrition rates are higher than ever before. While inflated comp and sign-on bonuses may stop the bleeding for a while, it's not sustainable in the long-term, nor does it stop systemic retention issues that plague many organizations today. It's easy to blame attrition on the Great Resignation, but organizations need to stop focusing on outward trends and start looking inward for company centric solutions. Through real-world data, find out how to stop attrition before a new employee starts with proven analytics on transparent workplaces and retention, as well as tough questions every organization needs to ask themselves before the next offer goes out.

Why? As analytics projects are transformed into products, People Analytics leaders must fit the right tools to business questions.

How? Explore two new skills needed in any HR department: Procurement and Ethics in the industry of People Analytics.

Best for: People Analytics Leaders, Human Resources Executives, Business Leaders.

Key Takeaways:
• Incorporate values in AI procurement;
• Translate values into practices;
• Reviews about workforce AI products;
• Influence employees and communities.