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Making Talent Acquisition’s Job Easier with Analytics Lessons from Global Brands

Visier

Our new white paper, Talent Acquisition Analytics: Best Practices from Visier Customers , outlines the talent acquisition strategies and real-life lessons learned of organizations like Alexion Pharmaceuticals , Charter Communications , Pitney Bowes , and Trane Technologies. This is where talent acquisition analytics comes in.

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Pay Gaps and Pay Disparities, What’s the Difference?

Trusaic

For that reason, pay gaps are a rather directional metric when measuring pay equity – that is, they don’t necessarily identify the real problem, rather, they can point you in the right direction. . After conducting the analysis, X Corporation discovers a pay gap between men and women in the tech department of $1 million.

Analysis 246
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Don’t Gamify Your Pay Equity Analysis

Trusaic

One of the most important criteria for choosing a pay equity solution is ensuring that the software doesn’t encourage gamifying the metrics. X Corporation implements a pay equity software solution that identifies pay inequity across white vs non-white employees as well as gender. Below is an example of what we mean by that.

Analysis 130
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Honest, Accessible Metrics are Key to D&I Reporting and Progress

Trusaic

HBR writes that companies may be tempted to manipulate it to paint a picture more to their liking if the data reveal problems; that is, to create “vanity metrics.” Are diversity metrics uniform across different departments? Are senior leaders accountable for progress on diversity metrics?

Metrics 130
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Protecting Local Banks Through Intelligent Risk Metrics

360 factors

Risk prediction solutions track external metrics and leading indicators. This data is often combined with internal metrics to help banks reassess their risk management framework and get early warnings about emerging risks. Meaningful, Insightful Metrics for Predictions. Selecting the Right Metrics. Click To Tweet.

Metrics 98
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75% of Large Companies Are Restructuring Their HR Functions—But Does It Really Matter? (i4cp login required)

i4cp

Some of the findings—including trends in 21 HR functions—are available in a new white paper, HR Structure in the New Era of Work , exclusively for i4cp members. We'll explore the evolution of HR capabilities in an upcoming white paper. If we aren't, structural change won't help."

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Deloitte Research: How Successful Organizations Use People Analytics to Drive Decision-Making

Visier

Researchers found that the maturity of people analytics within an organization had a direct effect on business metrics, and using this data, created a maturity scale that ranks organizations from Level 1 (lowest) to Level 4 (highest). How to Advance Through the People Analytics Maturity Model.

Analytics 166