INDUSTRY INSIGHTS YOUR PEERS ARE READING
MARCH 29, 2019
What are analytics and how are they different from reports? Simply summed up: “Reports provide data; analytics provide insight,” which is true, but not really helpful if you don’t know how, or why, this happens to be the case. Reports provide data; analytics provide insight”. MORE
DECEMBER 1, 2017
In a way, the HR department plays an integral role in shaping the company culture, from the way the employer brand is represented during the recruiting process, to the how employees perceive the company. In-house marketing can help HR improve employee morale. MORE
APRIL 23, 2019
These are defined in five parts: recruitment, placement & talent management, training & development, compensation, and employee relations. Predictive HR Analytics: Mastering the HR Metric. The book explores metrics and analytics in much more detail. MORE
APRIL 26, 2012
Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? They are very good at telling a CEO how the business is performing today relative to its peers, but not at indicating whether the organisation is investing enough in employees to generate future growth. MORE
MAY 17, 2018
The results suggest that HR is more metrics-driven than ever, and increasingly willing to embrace technology to deliver measurable insights on HR initiatives and strategies. Data Matters More Than Ever The future continues to look bright for HR analytics. Data and analytics” was voted the top trend to keep an eye on in 2018, beating out “AI and automation,” “design thinking,” and “Blockchain.” What does the future hold for HR? MORE
JUNE 11, 2019
As HR professionals and executives are trying to move the workforce analytics agenda forward, we are still facing challenges. Although the urgency for data-driven decision making in HR is increasing, the maturity of workforce analytics is still quite low in most organizations. MORE
OCTOBER 7, 2015
There are awesome predictive models for accelerating hiring, improving selection reliability, leadership, performance management, the success of mergers and acquisitions, and increasing employee engagement, to name a few! By Victor Assad - Strategic Human Resources Consultant. MORE
AUGUST 2, 2019
But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades. HR Data Analytics Definition. Last year’s annual employee turnover. MORE
JUNE 6, 2019
In the wake of the #MeToo movement, HR and employee relations managers were sent scrambling. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. #MeToo and the Workplace. MORE
AUGUST 6, 2019
“As we continue into the era of data analytics, big data, AI, and personal tracking devices every HR professional should be prepared to face data that contradicts their beliefs sooner or later. Analytics Big Data Data Editorial Advisory Board HR Technology HRExaminer Stacey Harris MORE
DECEMBER 18, 2018
In today’s competitive business landscape, organizations are increasingly turning to analytics to give them the answers they need to make decisions with greater confidence. So, what are analytics and how are they different from reports? Reports provide data; analytics provide insight”. MORE
MAY 25, 2017
Executives want to believe in the value of their employees, but often struggle to understand how the HR function drives value through the organization’s people. Analytics Employee Surveys MORE
JUNE 28, 2018
Today, online software and tools have made paper obsolete, and the profession is more metric-driven than ever before. Debra Squyres (Namely): My first job in HR was in the employee relations department of a financial services company. When I started as an Employee Relations Specialist, women weren’t allowed to wear pants at work. We’re more invested in our employees than ever before. Employees now know what their options are. MORE
Another powerhouse discipline affecting jobs in HR is the application of sophisticated people analytics. The April 2019 HBR article Is HR the Most Analytics-Driven Function? by Tom Davenport, Distinguished Professor of Management and Information Technology at Babson College, highlights the accelerated rate of improvement in HR’s analytical maturity. b) delivering multiple appropriate interventions that help leaders provide an employee experience that attracts, ?retains MORE
JULY 12, 2018
HR departments stand to gain a lot by tracking employee turnover. This key HR metric can help companies assess and prioritize changes or adjustments to their culture or practices in order to decrease attrition and ensure retention of employees in the future. Ultimately, employee turnover can result in the wasting of resources and training , as well as put a drain on your company’s bottom line. Tracking Employee Turnover MORE
JULY 25, 2018
Last week, I shared the job description for the People Analytics Leader (you can download the job description template for your use here). One who, in addition to having responsibilities for the HR aspects of their job, is successful at enabling people analytics within their organizations. MORE
MARCH 8, 2018
People analytics continues to be one of the hottest topics in the world of HR. When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. That’s why companies everywhere are focused on getting a better understanding of their people data and how it relates to day-to-day operations and long-term strategy. We’re using technology to manage every step of the employee lifecycle. MORE
NOVEMBER 29, 2017
New research by Deloitte Consulting LLP’s Bersin shows that people analytics, the use of employee data to help optimize business and management decisions, is strongly related to improved talent outcomes and an organization’s profitability. MORE
JANUARY 10, 2019
Many employees beg to differ, however, believing that there are favoritism, wage gaps, and other symptoms of unfairness abundant in their workplace. Reports and metrics can help you to litmus test the fairness in your workplace, revealing inequities that you may not have spotted and unearthing dissatisfaction that could be eroding your productivity levels and prosperity. Pulling up salary metrics and examining them for fairness can help you to spot wage gaps. MORE
JANUARY 19, 2018
Instead, human resource (HR) departments need to focus on employee experiences. Shifting the focus from typical HR outcomes of interest such as employee engagement or job satisfaction, to business outcomes such as customer satisfaction or financial performance is the first step. MORE
JUNE 3, 2015
Said competencies (along with the nature of HRG/employee relations roles) tend to position talented HR pros well to facilitate cross-functional dialogues between leaders and individual contributors alike. MORE
MARCH 6, 2018
Most job focus on administrative tasks and basic reporting, very much in line with what van de Heuvel and Bondarouk noticed in 2016: HR analytics is focusing on very basic tasks. Your responsibilities will include: Develop standard and ad hoc reports, templates, dashboards, scorecards, and metrics. Prepare all letters or contracts for any changes to employee terms and conditions e.g. flexible working. Pepsico: HR Analytics / Data Scientist Junior Analyst. HR Analytic MORE
MARCH 27, 2018
When HR professionals talk about data analytics , generally they focus on the good stuff. But every employer is at a different point in their data journey; some we work with have very little or even no people data to draw on at all, while others use a balanced scorecard to identify their financial, internal, customer, learning and growth metrics. For example, in our field of dispute resolution, a commonly cited financial metric is staff turnover. MORE
MAY 9, 2013
Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? This course strives to address critical metrics to measure human capital in organisations, focusing on talent delivery and return on investment. ECTalent - big data analytics. MORE
JANUARY 25, 2017
The Human Resources (HR) as a domain is unfortunately still not very clear even to CEOs, employees, and hiring managers from a perspective in terms of its role in the overall business, compliance, and from an employee perspective. What is a HR Business Partner HR Business Partner – This role is an exempt level position which is relatively less of a manager and more of a consultant. They are relatively much less focussed on administration and compliance. MORE
SEPTEMBER 3, 2015
A new market has emerged: Employee feedback apps for the corporate marketplace. As the economy grows and the job market gets hotter, employee engagement and retention have become a top priority. Why is there such a wide variation in employee engagement and retention? MORE
DECEMBER 25, 2018
HR Exchange Network editor Mason Stevenson continues his series on people analytics and driving growth. People Analytics Are Growing Performance Data and the analysis around it can be used for more than finding problems and preventing them. Some 73,000 employees respond. MORE
Visier
DECEMBER 18, 2018
In today’s competitive business landscape, organizations are increasingly turning to analytics to give them the answers they need to make decisions with greater confidence. So, what are analytics and how are they different from reports? Reports provide data; analytics provide insight”.
Ultimate Software
AUGUST 2, 2019
But in contrast to the murky ethics of sourcing and selling consumer-driven data , leveraging internal HR data analytics to make better workforce decisions has been a key Human Resources best practice for decades. HR Data Analytics Definition. Last year’s annual employee turnover.
Something Different
JUNE 3, 2015
Said competencies (along with the nature of HRG/employee relations roles) tend to position talented HR pros well to facilitate cross-functional dialogues between leaders and individual contributors alike.
Namely
MARCH 8, 2018
People analytics continues to be one of the hottest topics in the world of HR. When it comes to driving business insight, employees may be your most valuable source of information—matched only by customer data. That’s why companies everywhere are focused on getting a better understanding of their people data and how it relates to day-to-day operations and long-term strategy. We’re using technology to manage every step of the employee lifecycle.
HRIS Payroll Software
JANUARY 10, 2019
Many employees beg to differ, however, believing that there are favoritism, wage gaps, and other symptoms of unfairness abundant in their workplace. Reports and metrics can help you to litmus test the fairness in your workplace, revealing inequities that you may not have spotted and unearthing dissatisfaction that could be eroding your productivity levels and prosperity. Pulling up salary metrics and examining them for fairness can help you to spot wage gaps.
Visier
JULY 25, 2018
Last week, I shared the job description for the People Analytics Leader (you can download the job description template for your use here). One who, in addition to having responsibilities for the HR aspects of their job, is successful at enabling people analytics within their organizations.
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MapHR
DECEMBER 25, 2018
HR Exchange Network editor Mason Stevenson continues his series on people analytics and driving growth. People Analytics Are Growing Performance Data and the analysis around it can be used for more than finding problems and preventing them. Some 73,000 employees respond.
cipHR
MARCH 27, 2018
When HR professionals talk about data analytics , generally they focus on the good stuff. But every employer is at a different point in their data journey; some we work with have very little or even no people data to draw on at all, while others use a balanced scorecard to identify their financial, internal, customer, learning and growth metrics. For example, in our field of dispute resolution, a commonly cited financial metric is staff turnover.
Analytics in HR
JUNE 11, 2019
As HR professionals and executives are trying to move the workforce analytics agenda forward, we are still facing challenges. Although the urgency for data-driven decision making in HR is increasing, the maturity of workforce analytics is still quite low in most organizations.
HR Examiner
AUGUST 6, 2019
“As we continue into the era of data analytics, big data, AI, and personal tracking devices every HR professional should be prepared to face data that contradicts their beliefs sooner or later. Analytics Big Data Data Editorial Advisory Board HR Technology HRExaminer Stacey Harris
Analytics in HR
MARCH 29, 2019
What are analytics and how are they different from reports? Simply summed up: “Reports provide data; analytics provide insight,” which is true, but not really helpful if you don’t know how, or why, this happens to be the case. Reports provide data; analytics provide insight”.
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SMD
MAY 25, 2017
Executives want to believe in the value of their employees, but often struggle to understand how the HR function drives value through the organization’s people. Analytics Employee Surveys
Analytics in HR
MARCH 6, 2018
Most job focus on administrative tasks and basic reporting, very much in line with what van de Heuvel and Bondarouk noticed in 2016: HR analytics is focusing on very basic tasks. Your responsibilities will include: Develop standard and ad hoc reports, templates, dashboards, scorecards, and metrics. Prepare all letters or contracts for any changes to employee terms and conditions e.g. flexible working. Pepsico: HR Analytics / Data Scientist Junior Analyst. HR Analytic
Digital HR Tech
APRIL 23, 2019
These are defined in five parts: recruitment, placement & talent management, training & development, compensation, and employee relations. Predictive HR Analytics: Mastering the HR Metric. The book explores metrics and analytics in much more detail.
LaborSoft
JUNE 6, 2019
In the wake of the #MeToo movement, HR and employee relations managers were sent scrambling. A major directive that became clear for HR was that extensive employee training is a key area that has to be beefed up. #MeToo and the Workplace.
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Namely
MAY 17, 2018
The results suggest that HR is more metrics-driven than ever, and increasingly willing to embrace technology to deliver measurable insights on HR initiatives and strategies. Data Matters More Than Ever The future continues to look bright for HR analytics. Data and analytics” was voted the top trend to keep an eye on in 2018, beating out “AI and automation,” “design thinking,” and “Blockchain.” What does the future hold for HR?
HR Daily Advisor
JANUARY 19, 2018
Instead, human resource (HR) departments need to focus on employee experiences. Shifting the focus from typical HR outcomes of interest such as employee engagement or job satisfaction, to business outcomes such as customer satisfaction or financial performance is the first step.
LaborSoft
JULY 12, 2018
HR departments stand to gain a lot by tracking employee turnover. This key HR metric can help companies assess and prioritize changes or adjustments to their culture or practices in order to decrease attrition and ensure retention of employees in the future. Ultimately, employee turnover can result in the wasting of resources and training , as well as put a drain on your company’s bottom line. Tracking Employee Turnover
EmployeeConnect
JANUARY 25, 2017
The Human Resources (HR) as a domain is unfortunately still not very clear even to CEOs, employees, and hiring managers from a perspective in terms of its role in the overall business, compliance, and from an employee perspective. What is a HR Business Partner HR Business Partner – This role is an exempt level position which is relatively less of a manager and more of a consultant. They are relatively much less focussed on administration and compliance.
i4cp
MAY 9, 2019
Another powerhouse discipline affecting jobs in HR is the application of sophisticated people analytics. The April 2019 HBR article Is HR the Most Analytics-Driven Function? by Tom Davenport, Distinguished Professor of Management and Information Technology at Babson College, highlights the accelerated rate of improvement in HR’s analytical maturity. b) delivering multiple appropriate interventions that help leaders provide an employee experience that attracts, ?retains
TalentCulture
DECEMBER 1, 2017
In a way, the HR department plays an integral role in shaping the company culture, from the way the employer brand is represented during the recruiting process, to the how employees perceive the company. In-house marketing can help HR improve employee morale.
Namely
JUNE 28, 2018
Today, online software and tools have made paper obsolete, and the profession is more metric-driven than ever before. Debra Squyres (Namely): My first job in HR was in the employee relations department of a financial services company. When I started as an Employee Relations Specialist, women weren’t allowed to wear pants at work. We’re more invested in our employees than ever before. Employees now know what their options are.
NCHRA
OCTOBER 7, 2015
There are awesome predictive models for accelerating hiring, improving selection reliability, leadership, performance management, the success of mergers and acquisitions, and increasing employee engagement, to name a few! By Victor Assad - Strategic Human Resources Consultant.
TalentHQ
SEPTEMBER 3, 2015
A new market has emerged: Employee feedback apps for the corporate marketplace. As the economy grows and the job market gets hotter, employee engagement and retention have become a top priority. Why is there such a wide variation in employee engagement and retention?
Strategic HCM
MAY 9, 2013
Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? This course strives to address critical metrics to measure human capital in organisations, focusing on talent delivery and return on investment. ECTalent - big data analytics.
Strategic HCM
APRIL 26, 2012
Employee Engagement Zingers. Employee Engagement Strategy: What’s Your Story? They are very good at telling a CEO how the business is performing today relative to its peers, but not at indicating whether the organisation is investing enough in employees to generate future growth.
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