Featured Speakers

 Kym Burke
Kym Burke
VP, HRConncet
Iron Mountain
 Shawn Polk
Shawn Polk
Chief of Staff
Association of State and Territorial Health Officials
 Karen Robinson, Ph.D.
Karen Robinson, Ph.D.
Senior Director, Human Resources
Apollo Education Group
 Mitchell Weisberg
Mitchell Weisberg
Managing Director
Lumen Inc.

Welcome to Strategic Performance Management & Measurement Summit

IQPC’s Strategic Performance Management and Measurement Summit is designed to help companies better align the performance of their people with the overall goals of the organization. In order to achieve this alignment, companies across the globe recognize the need to define the metrics that determine success, frequently measure the impact and progress of their people, and continually improve performance to ensure the organizational goals are met.

This year’s event will bring together Directors, Vice Presidents, Chief Strategy Officers, Data Analysts and Senior Leadership from the strategic performance, organizational effectiveness, and HR functions for a series of valuable, interactive discussions that will allow you to return to your office ready to implement the most cutting-edge, tried and tested best practices available.

NEW for 2014:

  • Re-envision Performance Management and Develop Strong Internal Capabilities to Assess Effectiveness
  • Apply Data to Strategy to Generate Better Business Decisions
  • Build Employee Capability to Drive Business Results
  • Deliver High Quality Measurements to Drive Performance

If YOU are an HR Executive who...

Realizes H.R.measurements define what is meant by H.R. performance... and the  selected H.R measurements constitute a policydecision 


Understands that theappropriate H.R. metrics dictate where efforts should be spent... and thatH.R.metrics determine whether H.R. policy priorities are serious or merelyadministrative doubletalk


Seeks a wealth of newanalytics for measuring H.R. performance rather than H.R  efforts


Wants their H.R.measurement system to  provide continuousfeedback from actual results... thereby, enabling corrective action whendeviations occur


Expects the training function to align training programs with strategic goals... andmonetize training outcomes in terms of business-based target goals 


Believes a scorecard/dashboard of measurements are required to reveal the gap between future needs andpresent competenciesas measured along dimensions of skills, knowledge, and attitudes( this gapprovides the motivation for strategic initiatives designed to close this humanresource staffing gap)


Is a risk taker and doer committed to providing new direction, new purpose,and new methods to assist in reshaping the mission and purpose of his/herinternal H.R. organization


You SHOULD attend!





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