The Average FORTUNE 500 firm spends $3 billion, in any given year through compensation, benefits, and other perquisites on "human capital." Most organizations treat people-related costs as expenses, rather than strategic investments with the ability to attract, motivate, and retain talent - to ultimately impact shareholder value.

When it comes to making decisions about people issues and programs, intuition isn't enough. In order to make superior business decisions, management needs data-based insights beyond headcounts, turnover, and cost-per-hire. Human Capital Analytics can measure the immeasurable through:

1. A proven quantifiable link to value creation, allowing "people-related" decisions to be evaluated and prioritized with the same financial rigor as traditional capital planning methods

2. Alignment with the organization's growth objectives, enabling greater certainty of future cash flows - the lynchpin for building long-term value

3. Predictive leading indicators of future business results

4. Standardized metrics, for comparability across functions, business units, and even other companies

The era of making people-related decisions in the dark is over. This track will examine the strategic impact that Human Capital Analytics can have on any organization's human capital decisions.