Evidence-Based Human Resources (EBHR) approaches the management and measurement of human capital with the basic assumption that talent, and the skillful management and deployment of talent, are key to driving enterprise-level business performance. Human Resources departments are challenged to go beyond simply having the people strategies that are intuitively aligned with the overall goals of the business. They are increasingly being held accountable for demonstrating that these strategies actually deliver tangible business results. Instilling a culture of strong, empirically based performance indicators should be approached both by HR executives seeking to increase the professionalism and business savvy of the HR team and by senior business executives who realize the strategic power of a well-aligned corporate-wide HR capability.

The Business Question: How do we ensure that our company's strategy is realized through our HR policies and objectives and the services provided by the HR team?

• What are the metrics we are currently using to assess the performance of the HR function? How well do these metrics align with the KPI's of the organization as a whole and the individual business units?
• What are the business risks and opportunities associated with HR alignment or its lack?
• How can HR work more closely with the business partners to improve the professional capabilities of the HR team and its impact on the business?
• How can we use analytics to improve the productivity and performance of the HR function?

Series Host

	Linda Barrington Former Managing Director, Human Capital The Conference Board Linda Barrington is the former Managing Director of Human Capital at The Conference Board. Barrington directed global workforce and human resources research offerings at The Conference Board. Her research projects included benchmarking top... Full Bio
	John M. Gibbons Program Director, Employee Engagement The Conference Board John Gibbons comes to the Conference Board with more than 15 years in the field of Human Resources management. His career has spanned a number of industries, including financial services, consumer products, health care, international logistics and... Full Bio

Mobilizing the Strategic Power of HR (Part 1)

PART 1: Beyond Intuitive Alignment: Integrating HR Strategy with Overall Business Strategy

25 February, 2009 | (01 hr)

This session will address the issue of ensuring that the HR strategy is derived from the overall strategies of the business. It will discuss the current evidence for how HR, appropriately aligned with the business strategy, can be an integral factor in improved organizational performance.

Key Points to be covered:

• Aligning HR and business strategies
• The empirical case for how HR delivers against the goals of the business.

Speakers

Jeffrey Pfeffer Thomas D. Dee II Professor of Organizational Behavior Stanford University Jeffrey Pfeffer has taught in the Stanford School of Business since 1979. He is the author or co-author of thirteen books including The Human Equation: Building Profits by Putting People First, Managing with Power: Politics and Influence in Or... Full Bio

Mobilizing the Strategic Power of HR (Part 2)

PART 2: Aligning HR and Business Strategies

11 March, 2009 | (01 hr)

Building an enterprise-level perspective of the business becomes easier when you are able to look at the organization from various functional points of view. Integrating these points of view into the competencies of the HR team increases the team's relevance to business partners and its potential impact on the business.

Key Points to be covered:

• Looking at the organization from various functional points of view
• Integrating diverse views into HR team competencies

Speakers

	Sandra M. McCurdy Vice President, Finance FedEx Ground Since joining FedEx Ground in 2000, Sandy has been responsible for the Finance function, which includes planning, capital management, forecasting, customer and market analysis, special project support, board presentations, analyst call support and... Full Bio
	Gretchen Rawdon Manager, Leadership Development and Succession FedEx Ground Since joining FedEx Ground in 2002, Gretchen Rawdon has defined and built the Organizational Development function for the organization. She created strategies and programs related to the foundational competencies of the organization, measurement, ... Full Bio

Mobilizing the Strategic Power of HR (Part 3)

PART 3: Integrating Analytic Capacity into the Human Resources Team

25 March, 2009 | (01 hr)

Companies that have their fingers on the nuanced "heartbeat" of their workforce through the use of sophisticated databases and ongoing analyses of information have an inherent step up on their competition. However, most HR departments have not traditionally developed nor attracted professionals with these skills into their ranks. This program will address how to build analytic heft with or without the latest technology.

Key Points to be covered:

• Identifying the appropriate metrics
• Adding analytical skills to the HR team
• Using internal and external databases to expand analytical capability

Speakers

Prasad Setty Director of People Analytics Google Prasad Setty oversees a team which enables all people decisions at Google to be data-driven and generates insights on keeping Googlers happy and productive. Prior to joining Google, he was Vice President of Workforce Analytics at Capital One. Earl... Full Bio