Expert insights. Personalized for you.
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
MAY 13, 2016
Analytics do the heavy lifting, providing insights about consumer behavior and trends that companies can use to their advantage. Today, big data’s benefits are also being reaped in human resources departments, changing a function that has long been considered a cost center into a revenue driver for many companies. This new field is called people analytics. However, with the analytics space transitioning to cloud-based systems, these technologies have become more affordable. MORE
FEBRUARY 4, 2020
Over the past decade, change became the new normal for HR leaders everywhere. In fact, the speed of technological change was one of the top 10 threats to organizational growth, according to the 2018 and 2019 PwC Global CEO surveys. Adapting to constant change. MORE
DECEMBER 10, 2020
In March 2020, just before the world went into lockdown, David James spoke with Trish Uhl (Data Science, AI & Advanced Analytics expert) on The Learning & Development Podcast. But the math is only really 20% of an analytics project. MORE
NOVEMBER 16, 2021
How to use people analytics to make better decisions–faster. The constantly changing business environment creates an urgent need for better people decisions everywhere. Here’s what you need need to know about how to get started with people analytics. What is people analytics? MORE
NOVEMBER 1, 2021
Let’s take a look at an organizational capabilities definition, some examples, and how L&D and HR teams can help build organizational capabilities. Let’s use a restaurant as an example of operational capabilities. In other words, the capability to change capabilities. MORE
JULY 18, 2018
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In people analytics organizations with mature people analytics processes , the People Analytics Leader may also go by the title of vice president, senior director or director. MORE
JUNE 6, 2017
There is no question that change is hard. Research conducted over the last two decades suggests that organizations of all sizes struggle with employees accepting change, and despite a more formal and intensive focus on change management programs, success rates are not improving. By leveraging the same technologies used to communicate with external customers across the change curve, organizations can shorten the time to acceptance and improve outcomes. MORE
FEBRUARY 4, 2018
When I led the training during the roll out of Visier People to City of Edmonton employees, I wanted to ensure that every lesson I prepared would make mastering the self-service analytics solution easy and uncomplicated. I knew the topic — people analytics — was new and somewhat intimidating to many of the people I would be training, yet had the ability to provide them with incredible value. MORE
NOVEMBER 14, 2018
Dirk Petersen of Insight222 shares his sage advice on data ethics and how people analytics teams can successfully build up this capability. In late July 2017, a Who’s Who of Silicon Valley people analytics leaders came together at Intel. At that Intel meeting, the people analytics leaders from 55 companies came to the realization that people data ethics is critical because of its foundational importance for people analytics success. People Analytics Best Practices MORE
OCTOBER 26, 2020
I recently read an interview with a business leader about how people analytics drives business outcomes. While this is absolutely true, the comment leaves out another key component of effective people analytics: “Analytics without action is simply overhead.” . MORE
SEPTEMBER 24, 2020
As a concept, people analytics (or human capital analytics) has been around for years. Yet, if you’re like most businesses, the idea of incorporating advanced analytics into your HR practice is fairly new. What is people analytics? Who can use people analytics? MORE
JULY 7, 2016
Change is rarely easy, especially when a habit has been formed. Just think about how difficult, stressful, and even annoying it can be when someone asks to change your morning routine or you are forced to change it. So imagine the challenges of trying to implement a change management process in an organization, where all people have different responses to change and ways of coping with it. The perils of change. Lengthy timeline for change. MORE
APRIL 28, 2020
Unfortunately, such a significant change doesn’t happen without some bumps along the way. First and foremost, HR leaders should address the immediate challenges that the crisis presents to employees, managers, leadership, and management. MORE
JANUARY 28, 2019
The disconnect centers on the lack of capability of HR business partners (HRBP) , those who counsel managers on talent issues. But to do this, HRBPs must manifest superb data and analytical skills. Early last year, I embarked on a research effort to determine critical practices to succeed with people analytics. I also looked into key roles that contribute to the success of analytics. Survey says HRBPs are a key obstacle to the success of people analytics. MORE
APRIL 28, 2020
Unfortunately, such a significant change doesn’t happen without some bumps along the way. First and foremost, HR leaders should address the immediate challenges that the crisis presents to employees, managers, leadership, and management. MORE
MAY 27, 2021
Many companies have either already established people analytics teams or are seriously considering developing a people analytics capability. is the latent value within individuals, teams, and organizations that people analytics can identify and unlock. MORE
MARCH 28, 2017
A simple sequence of clicks somewhere in the world can change the economic conditions of an entire industry. This is the reality of our days, where businesses have to learn to master change management if they are to grow or even survive. Every company goes through continuous, moderate changes. In significant changes such as these, companies often lose track of how employees feel, in an effort to meet the stated objectives. Engaging employees through change. MORE
JANUARY 7, 2019
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. It allows us to look ahead, to analyze broader patterns and networks outside our field of vision, and to personalize the solutions we provide to truly create value for employees and managers. MORE
APRIL 13, 2021
But what if an algorithm provides the feedback instead of a human manager? That’s the fundamental of algorithmic management in organizations. Contents What is algorithmic management? What is algorithmic management? The 3 key benefits of algorithmic management. MORE
MAY 6, 2020
We are living in a world that is changing at a lightning pace and overloaded with information, continual technological revolutions, and uncertainty, like the phase we all are going through with Covid-19. As a result, they need to continuously adapt the way they managed the business before. MORE
DECEMBER 10, 2020
In March 2020, just before the world went into lockdown, David James spoke with Trish Uhl (Data Science, AI & Advanced Analytics expert) on The Learning & Development Podcast. But the math is only really 20% of an analytics project. MORE
FEBRUARY 27, 2018
People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. I see people analytics applied in primarily two areas: 1) making better ( evidence-based ) HR decisions and 2) solving business issues. I believe there is a third avenue for People Analytics to add value, namely by working closely with Change Management. MORE
NOVEMBER 19, 2018
We compared it to various pieces of similar legislation and discussed whether simply complying with legislation is enough when undertaking people analytics projects. In this paper, we extend our previous work to further discuss the ethical implications of people analytics. For example, to assess productivity, Worksmart by Crossover takes photos of employees at their desks every 10 minutes. For example, Target gathers data on its customers’ shopping behavior. MORE
APRIL 26, 2021
Outsmart, the leading people analytics and workforce planning conference, takes place online on May 5-6, 2021. A solid change management strategy is woven into many of the success stories you’ll hear at Outsmart so we’re excited to bring you this article on the topic. MORE
JANUARY 7, 2019
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. It allows us to look ahead, to analyze broader patterns and networks outside our field of vision, and to personalize the solutions we provide to truly create value for employees and managers. MORE
JUNE 15, 2017
The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. While these activities still need to be finalized and a government-wide ecosystem approach still needs to be defined, agencies should prepare in advance for top-down changes and take into account a full range of restructuring opportunities. MORE
JUNE 15, 2017
The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. While these activities still need to be finalized and a government-wide ecosystem approach still needs to be defined, agencies should prepare in advance for top-down changes and take into account a full range of restructuring opportunities. MORE
AUGUST 10, 2015
In this final blog I will discuss issues, needs and solutions related to behavioral change management and how IBP is part of the solution. Most organizations make the mistake believing that applying IBP is 90% math and 10% organizational change management with employee behavior alteration. Never underestimate the magnitude of resistance to change. Which category best describes many organizations with respect to adopting analytical methods? MORE
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
DECEMBER 26, 2017
As CEO of Visier, a company that helps business leaders use data to answer critical questions, the dynamic that I find myself ruminating about most is management and analytics software. Philosophy aside, business leaders face a very real challenge: when it comes to upgrading your management and analytics solutions, which one do you implement first? The answer is analytics, and here’s why. How management and analytics are the yin and yang of enterprise software. MORE
DECEMBER 20, 2019
As a business consultant for multiple large-scale digital initiatives, I have found that there are few high-performing companies that do not understand the value of IT change management at an enterprise level. Numbers: Translate Change into Business Terms. MORE
AUGUST 3, 2021
Not too long ago, the mention of the phrase “people analytics” would be met with lots of head-scratching and blank stares in the workplace. Fast forward a few years later, and people analytics is at the center of Human Resources. Contents What is people analytics? MORE
AUGUST 7, 2019
At Bosch in North America, we recognize that it’s possible to effectively use analytics in HR practices to support positive business outcomes. While leadership was eager to bring data analytics into the day-to-day work of HR, we knew that simply introducing an IT tool would not be enough to achieve the desired results. To succeed, we needed to change the culture in HR and build the right skillset to better leverage data and impact HR topics in a new way. MORE
FEBRUARY 27, 2018
People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. I see people analytics applied in primarily two areas ; 1) making better ( evidence-based ) HR decisions and 2) solving business issues. I believe there is a third avenue for People Analytics to add value, namely by working closely with Change Management. MORE
JANUARY 12, 2021
Companies that embrace people analytics to uncover and bridge these gaps within their organizations will be better prepared than their competitors to win the war for talent. 9 ways people analytics helps you to bridge the talent gap Getting started. HR Analytics skills gap talent gap MORE
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models. MORE
Analytics in HR
NOVEMBER 1, 2021
Let’s take a look at an organizational capabilities definition, some examples, and how L&D and HR teams can help build organizational capabilities. Let’s use a restaurant as an example of operational capabilities. In other words, the capability to change capabilities.
Visier
FEBRUARY 27, 2018
People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. I see people analytics applied in primarily two areas: 1) making better ( evidence-based ) HR decisions and 2) solving business issues. I believe there is a third avenue for People Analytics to add value, namely by working closely with Change Management.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Insperity
SEPTEMBER 24, 2020
As a concept, people analytics (or human capital analytics) has been around for years. Yet, if you’re like most businesses, the idea of incorporating advanced analytics into your HR practice is fairly new. What is people analytics? Who can use people analytics?
Hppy
MARCH 28, 2017
A simple sequence of clicks somewhere in the world can change the economic conditions of an entire industry. This is the reality of our days, where businesses have to learn to master change management if they are to grow or even survive. Every company goes through continuous, moderate changes. In significant changes such as these, companies often lose track of how employees feel, in an effort to meet the stated objectives. Engaging employees through change.
.jpg)
Culture Counts
DECEMBER 20, 2019
As a business consultant for multiple large-scale digital initiatives, I have found that there are few high-performing companies that do not understand the value of IT change management at an enterprise level. Numbers: Translate Change into Business Terms.
Visier - Talent Acquisition
APRIL 26, 2021
Outsmart, the leading people analytics and workforce planning conference, takes place online on May 5-6, 2021. A solid change management strategy is woven into many of the success stories you’ll hear at Outsmart so we’re excited to bring you this article on the topic.
Visier
JULY 18, 2018
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business. In people analytics organizations with mature people analytics processes , the People Analytics Leader may also go by the title of vice president, senior director or director.
Visier - Talent Acquisition
NOVEMBER 16, 2021
How to use people analytics to make better decisions–faster. The constantly changing business environment creates an urgent need for better people decisions everywhere. Here’s what you need need to know about how to get started with people analytics. What is people analytics?
Analytics in HR
FEBRUARY 27, 2018
People Analytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various people analytics conferences and interest from the wider HR community is anything to go by. I see people analytics applied in primarily two areas ; 1) making better ( evidence-based ) HR decisions and 2) solving business issues. I believe there is a third avenue for People Analytics to add value, namely by working closely with Change Management.
Digital HR Tech
MAY 6, 2020
We are living in a world that is changing at a lightning pace and overloaded with information, continual technological revolutions, and uncertainty, like the phase we all are going through with Covid-19. As a result, they need to continuously adapt the way they managed the business before.
.png)
Visier
DECEMBER 26, 2017
As CEO of Visier, a company that helps business leaders use data to answer critical questions, the dynamic that I find myself ruminating about most is management and analytics software. Philosophy aside, business leaders face a very real challenge: when it comes to upgrading your management and analytics solutions, which one do you implement first? The answer is analytics, and here’s why. How management and analytics are the yin and yang of enterprise software.
|
Pomello
MAY 13, 2016
Analytics do the heavy lifting, providing insights about consumer behavior and trends that companies can use to their advantage. Today, big data’s benefits are also being reaped in human resources departments, changing a function that has long been considered a cost center into a revenue driver for many companies. This new field is called people analytics. However, with the analytics space transitioning to cloud-based systems, these technologies have become more affordable.
Visier - Talent Acquisition
FEBRUARY 4, 2020
Over the past decade, change became the new normal for HR leaders everywhere. In fact, the speed of technological change was one of the top 10 threats to organizational growth, according to the 2018 and 2019 PwC Global CEO surveys. Adapting to constant change.
Analytics in HR
OCTOBER 26, 2020
I recently read an interview with a business leader about how people analytics drives business outcomes. While this is absolutely true, the comment leaves out another key component of effective people analytics: “Analytics without action is simply overhead.” .
Analytics in HR
AUGUST 3, 2021
Not too long ago, the mention of the phrase “people analytics” would be met with lots of head-scratching and blank stares in the workplace. Fast forward a few years later, and people analytics is at the center of Human Resources. Contents What is people analytics?
Hppy
JULY 7, 2016
Change is rarely easy, especially when a habit has been formed. Just think about how difficult, stressful, and even annoying it can be when someone asks to change your morning routine or you are forced to change it. So imagine the challenges of trying to implement a change management process in an organization, where all people have different responses to change and ways of coping with it. The perils of change. Lengthy timeline for change.
SuccessFactors
JANUARY 7, 2019
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. It allows us to look ahead, to analyze broader patterns and networks outside our field of vision, and to personalize the solutions we provide to truly create value for employees and managers.
SuccessFactors
JANUARY 7, 2019
To support this shift, we need to advance our knowledge in people analytics. The same is true for the HR function: by leveraging people analytics, HR can bring more clarity and support into our volatile, uncertain, complex, and ambiguous (VUCA) world. It allows us to look ahead, to analyze broader patterns and networks outside our field of vision, and to personalize the solutions we provide to truly create value for employees and managers.
Analytics in HR
JANUARY 12, 2021
Companies that embrace people analytics to uncover and bridge these gaps within their organizations will be better prepared than their competitors to win the war for talent. 9 ways people analytics helps you to bridge the talent gap Getting started. HR Analytics skills gap talent gap
Analytics in HR
NOVEMBER 19, 2018
We compared it to various pieces of similar legislation and discussed whether simply complying with legislation is enough when undertaking people analytics projects. In this paper, we extend our previous work to further discuss the ethical implications of people analytics. For example, to assess productivity, Worksmart by Crossover takes photos of employees at their desks every 10 minutes. For example, Target gathers data on its customers’ shopping behavior.
SuccessFactors
APRIL 28, 2020
Unfortunately, such a significant change doesn’t happen without some bumps along the way. First and foremost, HR leaders should address the immediate challenges that the crisis presents to employees, managers, leadership, and management.
SuccessFactors
APRIL 28, 2020
Unfortunately, such a significant change doesn’t happen without some bumps along the way. First and foremost, HR leaders should address the immediate challenges that the crisis presents to employees, managers, leadership, and management.
Visier - Talent Acquisition
MAY 27, 2021
Many companies have either already established people analytics teams or are seriously considering developing a people analytics capability. is the latent value within individuals, teams, and organizations that people analytics can identify and unlock.
Digital HR Tech
AUGUST 7, 2019
At Bosch in North America, we recognize that it’s possible to effectively use analytics in HR practices to support positive business outcomes. While leadership was eager to bring data analytics into the day-to-day work of HR, we knew that simply introducing an IT tool would not be enough to achieve the desired results. To succeed, we needed to change the culture in HR and build the right skillset to better leverage data and impact HR topics in a new way.
Visier
FEBRUARY 4, 2018
When I led the training during the roll out of Visier People to City of Edmonton employees, I wanted to ensure that every lesson I prepared would make mastering the self-service analytics solution easy and uncomplicated. I knew the topic — people analytics — was new and somewhat intimidating to many of the people I would be training, yet had the ability to provide them with incredible value.
HR Times
JUNE 15, 2017
The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. While these activities still need to be finalized and a government-wide ecosystem approach still needs to be defined, agencies should prepare in advance for top-down changes and take into account a full range of restructuring opportunities.
SAP Innovation
AUGUST 10, 2015
In this final blog I will discuss issues, needs and solutions related to behavioral change management and how IBP is part of the solution. Most organizations make the mistake believing that applying IBP is 90% math and 10% organizational change management with employee behavior alteration. Never underestimate the magnitude of resistance to change. Which category best describes many organizations with respect to adopting analytical methods?
Looop.co
DECEMBER 10, 2020
In March 2020, just before the world went into lockdown, David James spoke with Trish Uhl (Data Science, AI & Advanced Analytics expert) on The Learning & Development Podcast. But the math is only really 20% of an analytics project.
looop
DECEMBER 10, 2020
In March 2020, just before the world went into lockdown, David James spoke with Trish Uhl (Data Science, AI & Advanced Analytics expert) on The Learning & Development Podcast. But the math is only really 20% of an analytics project.
Lee Hecht Harrison
JUNE 6, 2017
There is no question that change is hard. Research conducted over the last two decades suggests that organizations of all sizes struggle with employees accepting change, and despite a more formal and intensive focus on change management programs, success rates are not improving. By leveraging the same technologies used to communicate with external customers across the change curve, organizations can shorten the time to acceptance and improve outcomes.
Analytics in HR
JANUARY 28, 2019
The disconnect centers on the lack of capability of HR business partners (HRBP) , those who counsel managers on talent issues. But to do this, HRBPs must manifest superb data and analytical skills. Early last year, I embarked on a research effort to determine critical practices to succeed with people analytics. I also looked into key roles that contribute to the success of analytics. Survey says HRBPs are a key obstacle to the success of people analytics.
Analytics in HR
APRIL 13, 2021
But what if an algorithm provides the feedback instead of a human manager? That’s the fundamental of algorithmic management in organizations. Contents What is algorithmic management? What is algorithmic management? The 3 key benefits of algorithmic management.
HR Times
JUNE 15, 2017
The guidance issued by the Office of Management and Budget (OMB) on April 12 provides additional direction to agencies, specifically around six factors to address in their plans, to include workforce reductions and cost savings. While these activities still need to be finalized and a government-wide ecosystem approach still needs to be defined, agencies should prepare in advance for top-down changes and take into account a full range of restructuring opportunities.
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
Bersin with Deloitte
OCTOBER 30, 2014
Last week I attended the Talent Analytics Leadership Roundtable hosted by Northwestern University and co-sponsored by Sears Holdings Corporation. The event included over 20 talent analytics thought leaders from companies in high tech, retail, financial services, manufacturing, and service industries - a veritable Dream Team of analytics brainpower. HR needs an advanced analytics capability to be able to assess the accuracy of these models.
68
Let's personalize your content