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Analytics Unleashed: Practical Applications in HR

Hire Road

For instance, your analytics might show that while your overall workforce is fairly balanced in gender representation, certain managerial or specialized technical positions skew heavily toward one group. Another real-world use case involves compensation analysis. The beauty of data is that it provides an unbiased lens.

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Why Cohort Analysis is Key to Effective D&I Programs

Visier

Often, the first instinct of a D&I lead is to bring in more bias training or special programs focused on the groups that may be affected. Let’s say they see 25% of their population belonging to a minority ethnic group. How to do D&I-focused time-based cohort analysis. How is this possible?

Analysis 422
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8 ways HR expertise helps facilitate business growth

Insperity

Look at your organizational chart and perform a current-state analysis and employee skills assessment to confirm where you are right now. The type of structure (grouped by function, region or product line, or a vertical or flat hierarchy, for example) that makes the most sense for where your company is today and where it’s going.

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Hire Better Talent: Start Identifying Recruitment Needs in Your Company

Peoplebox

When your hiring team removes the degree requirement for their job descriptions, they open doors to potential candidates from historically marginalized groups that don’t have access to degrees but have cultivated the right skill set. Discuss finances Before you start recruiting, you must define your budget for each role.

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Why Benchmarking 2.0 is a Must-Have for Influential HR Leaders

Visier

Jac Fitz-enz — now celebrated as the father of human capital strategic analysis and measurement — founded the Saratoga Institute , and developed the first international HR benchmarking service. In this first wave of benchmarking, HR was provided with static comparison data that was typically 24 months old.

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Organizational Assessment: Types and 11 Steps For Conducting Yours

AIHR

A skills gap analysis reveals a workforce’s existing skills, allowing you to identify any gaps between current capabilities and what the company needs to achieve its short and long-term objectives. If possible, involve a stakeholder with data analysis expertise to aid in this part of your organizational assessment.

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Strategic workforce planning: why and how to begin

Insperity

Perform a current-state analysis. This is called a current-state or internal supply analysis. To determine future talent supply , some organizations make projections based on historical turnover numbers or industry benchmarks. As a group, determine which are most relevant or potentially catastrophic.