While 77% of all organizations believe people analytics is important, only 32% feel ready or somewhat ready for analytics, according to Deloitte’s Global Human Capital Trends 2016 report. While commentary on the rise of workforce analytics is in abundance, there is still very little discussion on the practical approaches HR can take to make a real impact. Capability. MORE

The race to adopt workforce intelligence is heating up: according to the Deloitte Human Capital Trends 2016 report , “companies are no longer ‘stuck in neutral’ in their deployment of people analytics… Indeed, analytics capabilities will be a fundamental requirement for the effective HR business partner.”. And this only includes the workforce analytics component of the solution. MORE

Instead of accepting an intuition-based decision, consider taking an analytical approach: by accessing the employee’s detailed work records and performing comparisons against like employees and employee groups, you can make better decisions based on evidence. In the mind of her manager, Marie’s work performance is above average and she has potential, according to a recent talent review. MORE

And while absolute certainty is never possible, predictive analytics can help organizations look at past workforce behavior to determine what is most likely to happen and plan accordingly. But watch out: predictive analytics is no panacea, and you will be in a better position to take advantage of this emerging technology capability if you can sort fact from fiction. MORE

report by Harvard Business Review Analytic Services reveals that the “new” CHRO must be an assertive, data-driven, strategic leader, who demonstrates business creativity and innovation, takes on responsibility for contributing directly to business performance, and arms their organization with the tools needed to be more fact-based in workforce decision-making. Lower unwanted attrition. MORE

In fact, a recent Boston Consulting Group report on HR excellence states that: “Our experience has found that data-driven, analytical HR departments are more likely to play a strategic role in their organizations.”. 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. MORE

This is the primary reason why the focus is on helping front line business leaders get quick answers to important people questions — just like they would from their own operational systems — in the WINTER 2015 release of Visier Workforce Analytics with the introduction of a streamlined Workforce Viewer. The ability to query the system should be intuitive to users.”. MORE

Whether you’re implementing an analytics application in your HR department, trying to drive a change in mindset to become more data-driven, or pushing through a transformational redesign, if these frightening statistics are even remotely accurate then we should all approach change management efforts with considerable trepidation.  . Why is it so difficult to successfully implement change?  . MORE

Whether it was Mark Berry ’s talk on “Quantifying HR with Advanced HR Analytics,” or the “Ask the Expert” Datafication of HR panel of Visier customers joined by Josh Bersin , or Al Adamsen’s interview of tech evangelists on the future of HR analytics, conference attendees couldn’t get enough on the topic of workforce intelligence. Applying Analytics Can Enhance Workforce Planning. MORE

Even if you had the analytic capability, you first have to source this information from many different systems and the data extraction and integration is enough to keep most from trying. Visier’s approach uses a combination of predictive analytics and an in-memory analytic engine to deliver trustworthy time-to-fill predictions in real time. Predictive Analytics For Everyone. MORE

When determining the validity of our predictive analytics capabilities, customer data analyzed was anonymized. Recently HR industry expert and father of the HR Tech conference, Bill Kutik, wrote a column for HR Executive Online about employee flight risk, and talked about the hype around predictive analytics. Why is proving that predictive analytics work so hard? Hold on? MORE

HR Leadership big data datafication of HR dave ulrich diversity employee engagement HR leadership advice HR Tech HR Transformation hr trends john boudreau talent management workforce analytics2016 promises to be a year of seachange for HR with HR professionals accelerating their embrace of a fact-based and business-oriented mindset (see the fifth point in this Josh Bersin post ). MORE

HR systems typically offer nothing beyond descriptive analytics—numbers that describe what’s happening but don’t help leaders understand why it’s happening, decide what to do next, or predict future trends. And until subject-matter experts build the analytic application, BI systems are a blank sheet that offer no insights into the workforce. MORE

Forward-thinking HR leaders are seizing this opportunity to complement their knowledge of people dynamics with analytical capabilities and business-linked, cost-driven thinking. This analytical approach helps HR leaders deliver an informed point of view on where to make targeted program investments related to hiring, retention, employee engagement and productivity. 4. MORE

This post will cover the science behind faulty decision-making, and tips for adopting a more analytical approach as a way of overcoming cognitive biases. As Ian Cook describes in this blog post , instead of jumping to conclusions that turnover is running rampant due to compensation or other reasons , this is an opportunity to engage in more analytical thinking. Availability Heuristic. MORE

The same could be said – most recently – for the terms, “workforce analytics,” “talent analytics,” and other variants of this. Given the frequency of use of both, it is critical to understand what HR transformation really is and the role workforce analytics plays in effective HR transformation. Numbers behind HR – benchmarking & analytics. What is HR Transformation? MORE

With our solution, they could provide a self-service analytics resource for HR, finance and operations. It is an exciting time for HR: with workforce analytics and planning solutions, HR can make an impact not only on people management, but can also guide the business leaders on the affordability of the resources needed to meet business objectives. MORE

With the right analytics tools you can use predictive analytics to determine who is likely to leave next based on past trends. With an integrated analytics and planning solution it is simple to see which candidates will benefit from being moved into this start up experience. Succession planning is about managing the risk associated with any type of critical skills gap. MORE

An approach focused on utilizing workforce intelligence — the combination of HR analytics and strategic workforce planning — enables you to answer your most critical recruiting questions with confidence and improve the team’s business impact. In addition, this type of planning, which incorporates data from workforce analytics, provides a full picture on spend. MORE

To do this you need access to your data, and the right combination of business acumen and analytic capability in your team. This is how modern analytic solutions, where domain expertise is embedded in the technology, are a huge benefit to HR. In May, Facebook announced a new set of standards for vendors and contractors with respect to employee pay and benefits. Consider This. MORE

The problem is that this data is locked away in siloed HR systems that have little to no analytic ability. This is where workforce analytics comes in. Analysis of an engagement survey’s results is not analytics. Workforce Analytics, when done well, will bring together data from all your HR systems, including your engagement survey and/or employee feedback platforms. MORE

However, many organizations do not have the foundational tools necessary to get the right insights from workforce analytics or to plan effectively. According to a study by Bersin by Deloitte , only 14 per cent of organizations are using workforce analytics to support workforce decision making. How long does it take to determine the analytics to calculate and what is important? MORE

Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. In fact, a consistent finding from the annual Sierra-Cedar HR Systems Survey (which I managed for 16 years) was that “ organizations with workforce analytics outperform.”. Manager Access to Analytics. Recommended Read: Analytics must Be HR’s Top Priority To Be Strategic ]. 3. MORE

Workforce analytics are now better than ever, but organizations need to properly access them, align their information with decision-making, and act accordingly. The competitive urgency to use analytics isn’t new; however, in the past two years there has been an increased understanding that workforce intelligence is not just about making HR better, it’s about making the business better. MORE

This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce — such as the resignation rate for a given team  —  but they discover that a limited set of descriptive analytics isn’t enough. Descriptive Analytics: The First Rung. MORE

Workforce Intelligence 101 leave management talent management workforce analyticsIt’s peak vacation season. The next time you find yourself sitting in the airport or maybe lounging by the hotel pool, take a look around at the people who are glued to their smartphones and iPads. The Constant Connection. Enter the “Workation”. And 36% work at least once a day. They exist for a reason. MORE

Although the threat of talent shortages is looming large across many industries, a recent Harvard Business Review Analytic Services report found that almost half (44 percent) of executives consider their workforce plans to be driven by finance and do not take talent dynamics into consideration. And something exceedingly rare has just appeared. So what is the conclusion? MORE

However, new survey data released by Harvard Business Review Analytic Services reveals that reality falls far short of this objective for HR leadership. Strong HR departments can use analytics to uncover bumps in the road ahead and identify predictors for underperforming elements of the organization so that they can be proactive instead of reactive. Link talent and cost implications. MORE

While workforce analytics and workforce planning are increasing in priority , most organizations have not progressed to take advantage of the opportunity that workforce data provides. At the Standardized level, dashboards are a common addition to the organization’s analytic capabilities. Workforce analytics connect to business results. Level 1: Reactive. Moving Up. Moving Up. MORE

How can leaders use analytics to identify the best ways to accelerate women’s career progress? How Analytics Can Reduce Gender Disparity. The solution requires analytics that look “outside the lines.” Typical analytics use correlation-based analysis such as regression, that search for the effects of one factor while “holding all other factors equal.” Lawler III. MORE

Making HR analytics a leadership priority is not just about encouraging HR to present the latest analytics innovations, but rather a true partnership to drive pivotal decisions. However, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success. Can HR analytics progress as fast as HR leaders hope? MORE

The Era of Workforce Analytics. The desire to explore the relationships between metrics and know with certainty what levers are pulling workforce trends has ushered in the era of Workforce Analytics (a.k.a. ‘HR analytics’ or ‘talent analytics’). Analytics In Action: The Employee Resignation Conundrum. How To Reduce Employee Turnover with HR Analytics. MORE

Analytics, algorithms, big data and automation will accelerate and enhance productivity and decision making, and automate and abolish tasks previously performed by humans.  In September 2013, top HR leaders undertook a voluntary and collective effort to envision the HR profession in 2025.  They envisioned a step-change in organization challenges, responses and workplace capabilities.  MORE

However, the opposite proved to be true: when the organization started using Visier’s workforce intelligence solution , the analytics revealed that the so-called “high scoring” candidates (who were hired!) Without workforce analytics, it’s difficult to identify what makes a strong hire. The post How Workforce Analytics Helps Prevent Another Bad Hire appeared first on Visier Inc. MORE

This unfortunate story highlights the trap many HR teams have fallen into: They’ve bootstrapped their people metrics to the point where they can answer a few basic questions about their workforce — such as the resignation rate for a given team — but they discover that a limited set of descriptive analytics isn’t enough. Descriptive Analytics: The First Rung. MORE

When setting up a workforce analytics function, it’s clear that the people you include are vital to long-term success. Follow these four key best practices for choosing the right HR analytics technology: 1. Keep Analytics Distinct From Reporting. At many organizations, leaders conflate HR reporting with workforce analytics. Make Self-Service Access A Must-Have. MORE

The first six months of 2016 have come and gone, and in that time, we’ve seen an increase in the number of companies adopting HR analytics. powerful analytics function can help you easily overcome new regulations, achieve diversity goals, get ahead of turnover, and more, but it requires the right mix of people, technology, and process to achieve. How do you get started? MORE

This is a great example of how sensors and analytical ecosystems can help GE deliver on new business models and address complex industrial internet issues. The digital era has created a peer-to-peer economy , forcing organizations to re-think business operations from the ground up. Why should digital transformation be an urgent priority for almost every company in every industry? MORE

Unfortunately, HR leaders are frequently so busy that most haven’t found the time to realize that “The War For The Future of HR” is already over, and “data analytics” has won! Because of their rapid growth and rise to dominance, CEOs at other firms now want to adopt the analytics approach made famous by these top firms. The Business World Has Changed and HR Can’t Afford to Lag Behind. MORE

Effective workforce planning has never been more important: A 2015 Harvard Business Review Analytic Services study of 323 corporate executives found that 73% of these leaders experienced talent shortfalls leading to missed business objectives as a result of poor workforce planning. There is no way to put this delicately: HR has an image problem. Seismic Demographic Shifts Ahead. MORE