“Build vs. Rent” is a common dichotomy in technology buying, but what does it mean when applied to workforce intelligence? 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.”. Building your Workforce Intelligence Solution. MORE

It feels like these companies are looking for professionals with knowledge about Excel who want to work in HR, instead of HR professionals who want to analyze data. However, this one is labeled differently: Data scientist junior analyst. It also emphasizes the need for a framework about what we require from the HR administrator, HR Business Partner, HR analyst and the HR data scientist. Research, analyze, and present data as assigned. Troubleshoot data and reports. MORE

Courses range from top-level analytics knowledge, to actually doing analytics, basic statistical knowledge, HR data and metrics, and more. Because HR analytics as a topic attracts a diverse crowd, it might mean that not every course is equally interesting for everyone. This course aims for the HR professional who wants to get started with data. You will learn to: Leverage strategic workforce planning to make better decisions. Connect different data sets. MORE

The book covers the full People Analytics scope (Benefits, Compensation, Culture, Diversity & Inclusion, Engagement, Leadership, Learning & Development, Personality Traits, Performance Management, Recruitment, Sales Incentives) with numerous real-world examples, and shows how R can help”. Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce. Data-Driven HR: How to Use Analytics and Metrics to Drive Performance. Be careful! MORE

While the same talent challenges are spurring companies to become more data-driven in workforce decision making, the approaches they are taking fall mainly into two different camps: build or rent. To achieve this, the company hired an HR business intelligence team, standardized their reporting metrics, and invested over $3 million in a data warehouse and business intelligence (BI) software. Data warehouse software licenses. Data integration tools licenses. MORE

In spite of the outperformance of female-led organizations, according to McKinsey in 2018, progress on gender equality has stalled. While organizations report they are committed to gender diversity, that commitment has not translated into progress for most. MORE

There’s a common cultural story around today’s workforce is that’s comprised of three main ideas: (1) employees are showing less loyalty to their employers, (2) people are switching jobs without much consideration, and (3) Millennials can’t (or won’t) hold a job. But data suggest this story isn’t true. This is true even with Millennials representing more than 50% of the workforce, upseating Gen Xers as the “majority working generation” back in 2016. MORE

The term “Big Data” seems mysterious to many HR organizations. Big Data describes the huge amount of data, both structured and unstructured, that people and systems are using. But only the data that affects business greatly on daily basis counts. Even so, this amount of data is usually so large that traditional software can’t analyze it. How people use Big Data for business. Data can actually make a big difference if used wisely. Planning. MORE

It’s official – the data revolution is in full swing. According to one recent report , 90% of businesses now say that data and analytics are key to their organization’s digital transformation initiatives. More companies are implementing data and analytics than are using these business-critical tools to help drive employee-related decisions. Employees are becoming more prized for their soft skills, and there is increasing competition for talent in areas such as data science. MORE