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The basic skills required for the successful deployment of HR analytics are data analyses, multivariate models, root cause analysis, research design, survey design and quantitative data collection and analysis.

The DES in particular was designed to be used within a highly educated, academic workforce environment.

;Reference check procedure: letters and/or a designated person to whom to submit requests.

That is one of the top challenges right now — leaders are focused on budgets, employees want growth and recognition, and HR is left designing a total compensation strategy that doesn’t involve printing money in the breakroom.

Leaders discussed how AI is expected to significantly influence the future of rewards strategy through: ;Predictive workforce analytics ;; ;Personalized employee experiences;; ;Skills mapping;; ;Dynamic career recommendations; and,; ;Flexible rewards design .; One notable concept discussed was the emergence of “ hyperpersonalized ” rewards models, sometimes referred to informally during the session as “flex pay by generation.”

;WorldatWork certification/designation.

;Earn recertification credits towards your WorldatWork designation.

Some of these areas have a direct impact on sales compensation plan design, others are areas of consideration being contemplated for the change needed in a sales rep’s skills, traits, drivers and/or behaviors.

It means ever-adjusting our employee value propositions; ever-onboarding and ever-orienting our teams toward new directions; ever-designing our career paths and organizational opportunities; ever-assessing our approach to designing benefits programs that people need; and ever-communicating about the changes within our organizations.

Workers and their representatives, especially those from underserved communities, should be informed of and have genuine input in the design, development, testing, training, use and oversight of AI systems for use in the workplace. ; ;Ethically developing AI.