Thomas Palladino, Senior Human Resources Consultant Tom Palladino has held numerous HR leadership positions in companies that included Conoco Phillips, Starbucks Coffee, Wells Fargo, Capital One, First Data, and Green Plains Renewable Energy. His interest in HR Analytics started in 1998 while he was consulting for Starbucks. At that time Starbucks was growing rapidly around the world. Tom was tasked with designing a methodology that would identify employee attributes that correlate with business performance. His HR analytics model was initially applied to new subsidiaries in Asia and Europe enabling the company to inculcate select Starbucks values to create a “performance-driven brew”. Later, Tom’s protocol was successfully applied throughout the United States. In his HR leadership positions, Tom consistently applied analytics to identify high-leverage HR practices that delivered the highest possible business results. In 2012, Tom started Refined Analytics (refinedanalytics.com) and has delivered powerful diagnostics and solutions to companies that include RE/MAX, Micron, PepperJax Grill and other organizations around the world. Today, Tom is focusing on clients in India, China, and Indonesia. He is also on the faculty of a university based in Iowa where he teaches Human Resources, Change Management, and Lean Six Sigma. Tom has his bachelor’s degree in Labor Relations from Cornell University and a graduate degree in Dispute Resolution from Creighton University. He resides in Omaha, Nebraska.
12 February 2019
01 : 00 PM EST
This webinar is for employers who are contemplating whether to implement Background Checks and for those who are currently doing them but wish to learn more about their options. It is an introductory and general review of the subject as the laws and practices vary from state-to-state.Areas Covered Deciding whether to do background checks or notThe importance of written policyWho to check and what to check f..
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Human resources analytics is a very hot area in HR today. Many HR professionals think it is new but it has been employed since the 90’s. Basically, analytics is a combination of analysis and statistics and unlike metrics which are data from the past; analytics is the use of data to make predictions about the future. This webinar will detail how, with the right data and skills, an HR professional can:Make pr..