2012 Benchmarking Talent Management 
HiBob
SEPTEMBER 17, 2024
They established a comprehensive compensation framework using Bob’s benchmarking tool to analyze salaries and have created a job catalog by redefining each role within the organization and mapping it to specific job families and levels.
AIHR
MARCH 24, 2023
Have the tools to set future performance goals – The goals and benchmarks your company is achieving now are a good indication of what goals to set in the future and at what pace your business can achieve them. Learn more: What Is Performance Management? Why are performance appraisals important?
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Cornerstone On Demand
DECEMBER 6, 2016
HR professionals are generally very good at reporting and benchmarking, but not as good at more sophisticated analytics. Source: US and EMEA 2012 Metrics and Analytics: Patterns of Use and Value Survey These skills are necessary to understand crucial drivers of employee retention, employee productivity and overall return on human investment.
Visier
MARCH 31, 2016
Numbers behind HR – benchmarking & analytics. With Lessak’s and Deloitte’s approaches, it’s about leveraging benchmarking and analytics to – again – measure the impacts of the investments. Outsourcing HR work to service providers if they could do it faster, better, and cheaper. Enabling HR service delivery.
Robin Schooling
FEBRUARY 21, 2020
One of the OGs, this was Kris’ first post at the HR Capitalist before he even thought about launching Fistful of Talent; both remain 2 of the top blogs centered on talent management and HR. Benchmarking in the Trenches – Robin Schooling ( 10 years later and I still stand by every sentiment in this post ). *.
Strategic HCM
APRIL 26, 2012
1 global online influencer in talent management. #6 SuccessFactors Performance and Talent Management Blog. Friday, 27 April 2012. Challenges and Opportunities for Talent Managers / 6: Measurement. . #23 HR Most Influential UK Thinker 2011. Ingham is still early in his career. My website. Recent posts.
AIHR
SEPTEMBER 7, 2023
It identifies the skills that employees need but don’t yet have to carry out their job or perform certain tasks effectively ( Antonucci, Ovidio, 2012 ). Examples of in-demand hard skills include analytics, digital communication, and project management. Organizations can experience gaps in both hard and soft skills.
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