I’ve been re-reading a couple of books in preparation for another workshop on HR Metrics. This definition leads the authors to including things like engagement surveys as example of analytics whereas to me, these are clearly measurement approaches rather than analytical ones (the analytics then follows the measurement of engagement). And scenario planning? MORE

What if you instead use your survey to connect the employee perspective to business outcome data, such as financial performance, turnover rates, productivity numbers, and any other metric that the C-suite is using to evaluate company performance? And, the turnaround time for analytics is greatly reduced, meaning your organization can move from survey to action in a much shorter period. MORE

Seeking to turn this abstract concept into a trackable metric, companies began to administer annual employee satisfaction surveys. Many companies are now using employee surveys to generate their own People Analytics, allowing them to gain deeper insights into their company’s culture and better inform how they design their employee experience. Its HR processes are no exception. MORE

In a video interview with Oracle customer Dow Chemical, Don Gaertner, the company’s global director of HR systems, spoke about a prior struggle with “spot solution” analytics that led to inaccurate reporting. At Oracle HCM World this April, HR leaders from American Express will share the company’s journey to finding meaning behind HR analytics. Global HR MORE

In my work as a consultant to providers and an advocate for practitioners, I hear of implementation horror stories gone wrong from both sides, pushy salesmen who oversell and practitioners who don’t circle back with metrics, analytics, reporting and feedback. As practitioners, we want more case studies and best practices from our peers and would prefer introductions to TA leaders at other companies to give us better insights into their own processes and how we can adapt and adjust our own. Tim talks us through the types of metrics he uses to determine success. MORE

To learn the impact of this collaboration overload, authors of the HBR piece conducted a case study with a blue-chip professional services firm, mapping out and surveying everyone connected with the highest collaborators. Organizations should do the same, using tools such as network analysis, peer recognition programs, and value-added performance metrics.”. Flight Risks. MORE

Tools like Google Analytics and low-cost SEO tools point out where you need to improve. In terms on online content, add benchmarks, case studies, certifications, and customer reviews to the searchable keywords that identify where your company excels. Why would you want to hide your business from nearly all of your potential customers? Step 1: Make yourself easier to find. MORE

Workforce data and people analytics can help employees make informed decisions, develop strong strategic initiatives and achieve measurable goals. But creating such a culture is no easy feat: it not only requires building an internal analytics team , but also getting buy-in from employees across your organization. You have to crawl before you walk (or run) with analytics. MORE

Yes - it''s the Analytics, Analytics, Analytics focus which kicks off HR Technology (US) this year. I do understand the link. But analytics isn''t even close to playing the role that HR tech can play. But other than filling a conference room, all of this hype around the topic does us (HR, and HR Analytics professionals) no good what so ever. We don''t have Watson. MORE

think that many of us try to do the same with this big data/analytics concept. Some of my favorite pieces to publish are case studies from Brandon Hall Group’s awards program about how companies have solved actual business problems through applications of strategy, change management, learning, leadership, etc. General Metrics Storytelling MORE

On the contrary, we are hearing from experts in the HR industry who talk about reporting and statistical tools and the role they play in workforce efficiency, with them using buzzwords such as ‘ People Analytics ’, ‘ Predictive Analytics ’ and ‘ Big Data ’. Admittedly many HR and Payroll teams may not be handling the same level of data as corporate giants such as Amazon, but with developments in HRMS, the profession now has an ever increasing level of metrics at its fingertips, which could have a significant impact in the boardroom. Keeping personnel data personal. MORE

"At Google, we strive for all people decisions to be informed by data and analytics," says Kathryn Dekas, people analytics manager. The people analytics group at Google is composed of a diverse group of individuals, one-third of which hold Ph.D.s in disciplines such as psychology, behavioral economics, organizational behavior, and sociology. are made with data behind them. MORE

And because each unit used its own technology systems, leaders struggled to implement a proper companywide people analytics and workforce planning strategy. In those cases, the team determined that it made sense to share resources and practices to meet the needs of all divisions. Streamlining Analytics. Learning & Development case study disney internship talent walt disne MORE

Find out how you can use people analytics to predict, manage and measure the impact of HR operations by downloading our new white paper. Case Study you shouldn’t miss on John Deere, the agricultural equipment manufacturer. Download the white paper and see how you can create an integrated, engaging employee experience using people analytics! Read more. Friday Find MORE

Kevin Sheridan : Well, I’ve really dedicated the last 30 years of my life to studying how employees are feeling in their jobs in all major industries and watched the measure of that transform more from satisfaction to engagement, and really, really excited about the whole concept of engagement delivering a much higher ROI than the world of satisfaction. 00:57]. 02:26]. David Zinger: Yeah. MORE

In a video interview with Oracle customer Dow Chemical, Don Gaertner, the company’s global director of HR systems, spoke about a prior struggle with “spot solution” analytics that led to inaccurate reporting. At Oracle HCM World this April, HR leaders from American Express will share the company’s journey to finding meaning behind HR analytics. Global HR MORE

Attend this seminar to learn how measures and metrics can be developed in a way that helps to drive the success of your HR strategy, your people and the organisation. And find out how to add value to these measures through the use of various analytical approaches. Overview Measurement is an increasingly important aspect of HR professional capability. Who Should Attend? HR measuremen MORE

I’ll also be delivering this programme on HR Metrics for UMI on 6th and 7th December 2010: Measurement is an increasingly topical and important field for all HR practitioners to understand. In addition, practitioners need to understand how analytical tools can be used to further support the chosen measures. Events HR measurement MORE

Benefit from these 2 day course led by Jon Ingham during which he will bring together key knowledge and case studies in adapting and re-aligning talent strategies to develop a sustained approach to talent management. This course strives to address critical metrics to measure human capital in organisations, focusing on talent delivery and return on investment. Bio-Contact. MORE

The data Bank of America gleaned from the study led to a surprising insight: The more employees interacted with one another, the better their productivity. It's just one example of how the nascent field of people analytics can allow managers to use facts — not gut feelings — to make decisions. That wasn’t the case. That feels right. Is that a concern? MORE