Analysis Succession Planning Visier 
Visier
JUNE 24, 2020
According to the Association for Talent Development , only 35% of organizations have a formalized succession planning process. As with most things, the best way to manage these risks is to be prepared and to have a plan. Succession planning with data. Are successors being promoted into succession positions?
Analytics in HR
FEBRUARY 28, 2024
Types of HR analytics Different data analysis methods provide insight and identify trends within data. Being familiar with these methods helps you understand how analytics can contribute to HR planning and decision-making. Without identifying and correcting this you may end up with a faulty analysis.
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Visier
DECEMBER 1, 2014
Succession planning is about managing the risk associated with any type of critical skills gap. Unfortunately, despite the important nature of succession planning, decisions about which positions are the most critical and who should be in the running for these types of positions are often left up to gut feel.
Visier
MARCH 19, 2018
Instead of accepting an intuition-based decision, consider performing a data-driven cohort analysis, where you look at each employee’s detailed work records and perform comparisons against similar employees and employee groups. Perform the same analysis as you would with the compensation review to determine how to handle the situation.
Visier
JUNE 26, 2017
Instead of accepting an intuition-based decision, consider performing a data-driven cohort analysis, where you look at each employee’s detailed work records and perform comparisons against similar employees and employee groups. Perform the same analysis as you would with the compensation review to determine how to handle the situation.
Visier
APRIL 28, 2021
This dimension of analysis helps create a balanced discussion. This approach is successful when you have the mindset that hiring diverse people doesn’t mean compromising on talent quality. Example: Visier has a 5-year target for gender parity in our people managers, and a target for each year on that path.
Visier
MAY 12, 2015
To speak the language of the business in a meaningful way, HR needs to know which employees are critical to both current and future company success and to be able to understand the cost impact of decisions about those employees. This approach requires a rapid, multi-dimensional analysis of all current employee data.
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