Visier

MARCH 31, 2016

Deloitte’s approach leverages analytics as a means to evaluate program risk, using workforce analytics to track leadership alignment, change readiness, change impact, training needs analysis, and user adoption. Since the mid-1990s, the phrase, “HR transformation,” has been a part of HR’s common vernacular. What is HR Transformation? They are: Implementing a new way of delivering HR services.

Analytics 168

Analytics Metrics Benchmarking Data 168

Visier

OCTOBER 13, 2016

And one important final feature is that HR leaders now have additional decision support tools (including algorithms, predictive analytics, root cause analysis, and even artificial intelligence) to improve their human decision-making. What could be more important than realizing that the world of HR is on the edge of a dramatic shift that will literally change the entire focus of HR?

Analytics 79

Analytics Metrics Data Employer Branding 79

Visier

SEPTEMBER 30, 2016

To achieve true insight, a more in-depth analysis of what’s causing turnover in different parts of the organization is required. Building on the resignation rate, perform an analysis using a clustering algorithm to determine what factors increase and decrease resignations. However, knowing your turnover rate does little to support strategic business plans. Senior managers?

Retention and Turnover 81

Retention and Turnover Analytics Metrics Retirement 81

Visier

SEPTEMBER 15, 2016

and “How many golf balls can you fit into an airplane?” In a New York Times  interview , Laszlo Bock, then Google’s senior vice president of people operations, revealed that an analysis of Google’s evidence showed such questions don’t predict anything, and “serve primarily to make the interviewer feel smart.”. Can HR analytics progress as fast as HR leaders hope?

Analytics 82

Analytics Talent Acquisition Screening Analysis 82

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initial analysis by polling her. 1 kineo.com [email protected] 312-846-6656 Hard to believe that it’s been almost 20 years since the term “eLearning” entered the corpo- rate learning lexicon. And just in the last five years, the velocity at which new solutions have entered. the market has gone through the roof. We now. have the ability deploy video, virtual role-plays, and. rate content.

How To

Visier

APRIL 21, 2016

According to a Harvard Business Review Research Report asking companies for the ‘three biggest obstacles to achieving better use of data, metrics, and predictive analysis by HR and talent management professionals in your organization ’, those top obstacles include: So where do you start? There will always be challenges that face HR executives and practitioners. It used to be embarrassing.

Data 81

Data Analytics Retention and Turnover Workforce Planning 81

Visier

JANUARY 7, 2016

If we look at one aspect of this dynamic — turnover — most organizations focus their analysis on the “how many” question: turnover rate. One fascinating source of information that the BLS publishes is known as JOLTS , or Job Openings and Labor Turnover Survey. And something exceedingly rare has just appeared. In fact, the BLS has never reported a higher number of job openings.

Workforce Planning 91

Workforce Planning Data Trends Retention and Turnover 91

Visier

JULY 16, 2015

At Visier when we put our own Data Scientists to work on validating the success of our “at risk employee” predictive capabilities, they immediately identified that a minimum of 2-3 years of data is required for the analysis to be valid (the more the better). typical approach by many “at risk” predictors is to perform what is called a regression analysis on a select group of attributes.

Analytics 93

Analytics Data Retention and Turnover Analysis 93

Visier

DECEMBER 1, 2014

According to the father of human capital strategic analysis and measurement, Jac Fitz-Enz, succession planning starts to positively affect revenue growth when 70 percent of key positions have replacements ready. Succession planning is about managing the risk associated with any type of critical skills gap. They can turn into a narrative about who leaders perceive to be the most promising.

Succession Planning 108

Succession Planning CHRO Retirement Workforce Planning 108

Visier

FEBRUARY 18, 2016

When customers start using Visier, they often tell us the stories that led them to seek out a workforce intelligence solution. One such story clearly describes a core inefficiency that is common to many companies. At this company, the leadership team wanted to develop a new product line and asked Finance if they could afford the startup costs. Why planners pad workforce expense budgets.

Software 77

Software Data Payroll Analysis 77

Visier

OCTOBER 4, 2016

One question every recruiter faces is: “How long will it take to fill this position?” Seasoned recruiters have had long practice in figuring out how to deflect this question by speaking of the tough hiring market, sharing insight on the current candidate pool, or turning the question back to validate just how important timeliness really is for a specific hire. Below is how Visier works.

Analytics 46

Analytics Recruitment Data Staffing 46

Visier

JULY 7, 2016

BI systems are built for experts, which denies the average business users their own interaction with the analysis guided by their sense of discovery. When it comes to talent management, there’s a paradox that continues to confound HR leaders. At the same time, talent management—a bedrock component of the HR function—is by definition a strategic pursuit.

Talent Management 54

Talent Management System Data Analytics 54

Visier

JULY 29, 2015

How, when and where to change pay and benefits is a strategic decision that requires careful prior analysis to ensure any money invested impacts the organization in the way intended. Being able to backup the proposed solution with a clear analysis of the context around the business, as well as specific internal factors which impact the business is critical. Considering Increasing Pay?

Compensation 77

Compensation Analytics Analysis Data 77

Visier

OCTOBER 21, 2015

For instance, based on statistical analysis by data scientists at Visier, predictive analytics technology can be up to 8 times more accurate at predicting who will resign than guesswork or intuition alone. As an HR leader, you’re often put in a tough spot. It’s not unusual to have to choose between a decision that’s unpopular and one that’s ineffective. The Metrics Trap.

Analytics 72

Analytics Metrics Data How To 72

Visier

FEBRUARY 27, 2015

Through the analysis of this data, HR can maximize business outcomes by enabling better decisions about talent. With the time-to-value for HR technology solutions varying from weeks to months and sometimes years, it’s important to know how long you will have to wait to get the analysis you need after you sign on the dotted line. Remember what purchasing your first home felt like?

Analytics 84

Analytics Workforce Planning Analysis Comparison 84

Visier

OCTOBER 21, 2015

For instance, based on statistical analysis by data scientists at Visier, predictive analytics technology can be up to 8 times more accurate at predicting who will resign than guesswork or intuition alone. As an HR leader, you’re often put in a tough spot. It’s not unusual to have to choose between a decision that’s unpopular and one that’s ineffective. The Metrics Trap.

Analytics 71

Analytics Metrics Data How To 71

Visier

JANUARY 14, 2016

Typical analytics use correlation-based analysis such as regression, that search for the effects of one factor while “holding all other factors equal.” For instance, traditional analysis showed a positive effect of favorable family background (i.e. The traditional analysis suggests a policy of increasing education to protect individuals from poverty, blacks and whites alike.

Diversity and Equality 64

Diversity and Equality Analytics High Performance Culture Analysis 64

Visier

JUNE 21, 2016

The key findings, based on our analysis of the workforces of large US enterprises, are: The Motherhood Penalty. Over the past few months, I had the privilege of taking part in a ground-breaking research project. It leveraged the Visier Insights database — a workforce database unmatched in the world in its breadth and depth, which allowed us to examine gender equity like never before.

Report 52

Report Diversity and Equality Policies Retention and Turnover 52

Visier

APRIL 27, 2015

For you, as an HR leader, this is about your team understanding the basics of data analysis. More than ever before, the business world needs strong HR leaders. The workforce in the developed world and China is rapidly aging. New, first-time workers are barely replacing workers who are retiring. The results are clear: strong CHROs are crucial to business success. Business-Oriented.

Trends 77

Trends CHRO HR Function Retention and Turnover 77

Visier

MARCH 27, 2015

This kind of multidimensional analysis can’t be done with a spreadsheet. You can use this analysis to predict who has the highest likelihood of leaving and identify candidates for stay interviews. This may go without saying, but your employees aren’t like cars and trucks. Unlike cars and trucks, people appreciate in value the longer they work for you. This presents a challenge.

Talent Management 77

Talent Management Retention and Turnover Data Analysis 77

Visier

MAY 12, 2015

This approach requires a rapid, multi-dimensional analysis of all current employee data. The company with the best talent will often win, but talent alone is not enough. Talent is wasted if those who possess it are not given the freedom to do what they believe is right, or are not aligned with the company’s strategy. At the same time, talent is very expensive. The Evolving Role of the CHRO.

Trends 69

Trends CHRO Retention and Turnover Data 69

Visier

FEBRUARY 13, 2015

As the analytics maturity level improves, organizations progress from operational reporting to strategic and predictive analysis. The most insightful analysis of low quality data will simply lead to the wrong conclusions, and it isn’t possible to perform analysis, when you don’t have the data to begin with. “Some people think emotionally more often than they think politically.

Analytics 72

Analytics Analysis Data Trends 72

Visier

JANUARY 28, 2016

Building on the resignation rate, perform an analysis to determine what factors increase and decrease resignations. The example below shows the results of an analysis performed by an advanced clustering algorithm. Healthcare has long been a highly regulated industry with a diverse and specialized workforce — one that’s hard to hire and even harder to retain at the best of times.

Retention and Turnover 53

Retention and Turnover Metrics Retirement High Performance Culture 53

Visier

JANUARY 21, 2016

Most of those requests take on the form of reports — listings of data — rather than provide any form of analysis that tries to uncover trends, seek out root causes, or provide some insight into why something is happening. Through analysis they know what has happened, and through planning they have aligned on what they need to change. Level 1: Reactive. Moving Up.

Analytics 50

Analytics Retirement Metrics CHRO 50

Visier

JUNE 12, 2015

If you have more mature analytical capabilities, you can shortcut through some steps, and use a clustering analysis to look at what is common across people who are resigning. Making drastic changes to talent programs without thinking through the outcomes is like introducing rabbits to the Australian ecosystem: both can bring a myriad of unintended consequences. How do you prove it? Step 2.

Retention and Turnover 60

Retention and Turnover Analytics Policies Data 60

Visier

SEPTEMBER 29, 2016

Without the ability to do this kind of multi-dimensional analysis, the relationships between all your workforce data — pre-hire and post-hire — can’t be easily explored, preventing you from getting accurate strategic insights that can vastly improve both your candidate experience and as a result, your overall recruiting process. Why does this keep happening? Lack of time.

Recruitment 31

Recruitment Talent Acquisition Employer Branding Analytics 31

Visier

MARCH 20, 2015

For you, as an HR leader, this is about your team understanding the basics of data analysis. To get started, here is a collection of the best articles, papers and other resources to help with HR analysis vetted by our in-house workforce intelligence expert, Ian Cook — it includes everything from math videos to metrics definitions. What problem do we solve for them?

Data 62

Data Analytics Analysis Metrics 62

Visier

SEPTEMBER 25, 2015

The more data you have from across your HR transactional systems, the more accurate the analysis, and the better your decisions will be. How to Link Workforce Metrics With Business Outcomes, Part Three . Back in 1747 Scottish physician James Lind finally put an end to the age-old “what-treats-scurvy” debate: is it cider? seawater? vinegar? The bottom line? Gather Employee Engagement Data.

Employee Engagement 54

Employee Engagement Data Survey Analysis 54

Visier

AUGUST 25, 2016

Whether your team performs this analysis on a monthly or quarterly basis, keeping the information fresh ensures you’re always working with the best possible metrics for hiring. This post is part of our Data-Driven Recruitment Strategies series. You can read the first post here. Bad” and “hire” are two words recruiters never want to hear said together. Keep Business Results in Mind.

Recruitment 34

Recruitment Analytics Metrics Data 34

Visier

FEBRUARY 2, 2015

Optimizing personnel cost planning, forecasting, and analysis with leading technology and processes. To address these areas, ConAgra Foods selected Visier to aggregate all of the company’s data from multiple systems and to provide a trusted platform for all analysis and planning. Now, how does one do this with data in two or more separate, incompatible HRIS systems of record?

Data 61

Data Trends Strategy Analytics 61

Visier

JULY 9, 2015

True TCOW analysis includes compensation and benefits for all employees, part-time and contingent workers and all of the other people-related costs, including allocations and equity programs. It’s time to put HR on an equal footing with Finance. Who decides what is the right budget to cover the people resources or how many resources are affordable within the budget? Business-Oriented.

CHRO 55

CHRO Data Analysis Workforce Planning 55

Visier

SEPTEMBER 8, 2016

Using previously calculated numbers leads to bad analysis, as one inaccuracy would build on another. When setting up a workforce analytics function, it’s clear that the people you include are vital to long-term success. However, the technologies you choose to enable your team are just as critical. Follow these four key best practices for choosing the right HR analytics technology: 1.

Analytics 28

Analytics Data Report System 28

Visier

SEPTEMBER 16, 2015

How to get it: This analysis requires the ability to integrate and align your planning and analytics work. Whenever you perform an analysis of manager effectiveness, it is important to use metrics to narrow down areas of focus and potential issues. How to Link Workforce Metrics With Business Outcomes, Part Two. In the tech industry, competitive threats loom large. previous 12 months).

Metrics 47

Metrics Talent Management Retention and Turnover Groups 47

Visier

NOVEMBER 30, 2015

To unlock the value of engagement data, then, it’s clear that you need to combine it with other information, such as employee data from your HR management and performance management systems and business outcome data from your ERP, and bring all that data into a single system that supports broad, ad-hoc analysis. Engagement surveys are a mainstay in the arsenal of HR tactics.

Analytics 42

Analytics Compensation Employee Engagement Survey 42

Visier

AUGUST 31, 2016

To answer this question, that person (or, if lucky, team of people) will typically take a deep dive into the abyss of spreadsheets — spending countless hours exporting, cleaning, and merging workforce data from multiple sources, and then countless more performing analysis on that data. No business is immune to risk, especially when it comes to its workforce. Well, in this case: HR!

Analytics 26

Analytics Analysis Compliance Data 26

Visier

OCTOBER 29, 2015

Here are four scary employee engagement situations to avoid, along with handy survey analysis tips that can help you foster a motivated and committed workforce: Scary Situation #1: Your Employees Are “Engaged”… in Planning Their Next Vacation. The more data you have from across your HR transactional systems, the more accurate the analysis, and the better your decisions will be.

Workforce Planning 25

Workforce Planning Analytics Analysis Employee Engagement 25

Visier

FEBRUARY 25, 2016

According to the father of human capital strategic analysis and measurement, Jac Fitz-Enz, succession planning starts to positively affect revenue growth when 70 percent of key positions have replacements ready. With baby boomers heading into retirement — by 2050 an estimated 88.5 million people in the U.S. Improving HCAHPS Scores with Data-Driven HR. Tied directly to patient outcomes.

Workforce Planning 35

Workforce Planning Retirement Analytics Data 35

Visier

SEPTEMBER 16, 2015

How to get it: This analysis requires the ability to integrate and align your planning and analytics work. Whenever you perform an analysis of manager effectiveness, it is important to use metrics to narrow down areas of focus and potential issues. How to Link Workforce Metrics With Business Outcomes, Part Two. In the tech industry, competitive threats loom large. previous 12 months).

Employee Engagement 39

Employee Engagement Talent Management Retention and Turnover Metrics 39

Visier

NOVEMBER 5, 2014

For example, the clustering analysis below looks at common trends that are inherent in the data. How does a business assess the effectiveness of their management? Most businesses follow a hierarchical organization structure. There is a CEO and a set of executive officers managing the core and the administrative functions of the business. Who is the “go to” person for a team or department?

Metrics 40

Metrics Coaching Corporate Strategy Productivity 40