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Human + AI: The New Frontier of PeopleAnalytics and Workforce Intelligence There appears to be an unending chatter in the world of human resources about how artificial intelligence is making the job more efficient, eliminating mundane tasks, and lightening the administrative load.
As workforce dynamics continue to shift with the rise of hybrid work, automation, and global talent mobility, HR software plays a critical role in helping businesses forecast future workforce needs with accuracy and agility. For more relevant posts: What You Need to Know About PeopleAnalytics to Improve HR?
A peopleanalytics dashboard can help you better understand and nurture your most valuable asset: your people. Despite spending a small fortune on HR software, only 10% of companies monitor their workforce as closely as they do their other operations (e.g., Contents What is a peopleanalytics dashboard?
Participants using gen AI scored 86% of the data scientists’ benchmark, a 49-point improvement over those without AI. A report from KPMG advisory services says that HR leaders must prepare for the workforce implications of gen AI-driven changes, such as this type of task-shifting potential. The study, released Sept.
Increased business impact , positioning the HR function as a partner in driving productivity, profitability, and workforce agility. I mproved workforceplanning , better talent forecasting, and stronger alignment between people strategy and organizational performance. Its worth the effort and investment.
Analytics Unleashed: Practical Applications in HR Analytics can be an intimidating word for many HR professionals, often conjuring images of endless spreadsheets, eye-watering pivot tables, and a level of technical complexity reserved for data scientists alone. Next, theres the all-important art of workforceplanning.
Supporting workforceplanning: HR uses data and metrics to anticipate and address current and future staffing and talent needs, ensuring the organization has the right people in the right roles. HR KPI examples The KPIs used in an organization are unique.
While 44 percent of organisations are exploring technology tools, assessment platforms, and external benchmarks for skills identification, a majority (56 percent) still rely on traditional methods like job descriptions and manager surveys. By doing so, they can foster a resilient and adaptable workforce ready to meet future challenges.”
For some organizations, the labor budgeting and workforceplanning components of HCM may include adjusting work schedules to provide proper coverage across business areas. Hiring more strategically: Engaging in better workforceplanning and leveraging your peopleanalytics properly will help you hire more strategically.
The Hackett Group Overview : Specializing in enterprise performance improvement, Hackett offers focused HR technology advisory services with benchmark-driven implementation strategies. PeopleAnalytics Get dashboards for turnover prediction, employee engagement, DEI metrics, and more.
Collaborate on strategy : Work with HR and management teams to develop strategies for workforceplanning. Conduct salary benchmarking : Research market data to ensure competitive and fair compensation practices. Work with Legal and Compliance team on day-to-day analytics projects and requests. Data storytelling for HR).
ADP Workforce Now ADP Workforce Now remains a powerful and trusted HR solution for mid-sized to large enterprises, particularly in North America. PeopleAnalytics – Turn HR data into strategic insights for workforceplanning, DEI initiatives, and performance improvement.
This flexible, team-based learning solution equips HR professionals with practical, future-ready skillsfrom performance management to peopleanalytics and communication frameworksso they can build engagement strategies that truly move the needle. Thats where AIHR for Teams comes in. This can help ensure adequate workload management.
This strategic overhaul enables HR teams to focus on strategic initiatives such as workforceplanning, skills development and culture building instead of routine administrative tasks. Delivers data-driven insights for talent retention and strategic workforceplanning. Reduced transaction errors and audit-ready logs.
By using a comprehensive peopleanalytics solution like Primalogik, you’ll identify talent acquisition patterns that will support stronger hiring decisions. Having peopleanalytics integrated into goal-tracking tools will help you fully leverage and understand your data.
In the AI and recruitment process, human recruiters can move from routine administration to strategic workforceplanning. Structured learning builds expertise in analytics, ethics, and AI application within recruitment. Objective algorithms minimise unconscious bias. This shift delivers consistent, data-driven decisions.
Every day, leaders are faced with thousands of decisions to make – from micro decisions to high-stakes plays that may be lacking data and analytics to draw from. And what happens when we equip ourselves with strong peopleanalytics and employee engagement data to start strategically planning ahead?
It integrates common HR functions with advanced analytics and reporting tools to provide in-depth insights into workforce management. HR leaders can leverage Workday’s functionality to handle global workforce management, compensation management , and workforceplanning.
Operational Risk These arise from internal inefficiencies, outdated HR systems , or poor planning. Poor workforceplanning creating bottlenecks in critical projects. Benchmark Against Industry Standards Compare your HR practices against competitors or industry leaders to uncover blind spots.
Headcount & Workforce Size Headcount refers to the total number of employees within the organization, while Workforce Size encompasses full-time, part-time, and contract workers. Importance: Accurate headcount data is crucial for workforceplanning, budgeting, and compliance with labor regulations.
in data analysis , and explains how modern peopleanalytics solutions such as those offered by PeopleInsight by HireRoad transform raw numbers into workforce strategy. This KPI fuels workforceplanning tools by predicting which teams can absorb new responsibilities without external hires. Automate the Math.
Tools like Greenhouse and Lever integrate with analytics platforms to track this. Strategic WorkforcePlanning: Use scenario modeling to align talent supply with future business demand. Companies like Shell use this approach to balance long-term workforce supply against shifting energy priorities and technologies.
Predictive Analytics: Uses historical data and AI to forecast future outcomes (e.g., Benchmarking: Compares your data with industry or peer averages. Visier Overview: Visier continues to lead the market in 2025 with its enterprise-grade workforceanalytics platform. attrition risks).
This HRIS system stands out for its modern interface, culture-focused features, and strong peopleanalytics. Beyond standard HR functionalities like onboarding and payroll integration, Bob includes performance management , engagement surveys, and compensation planning tools.
Modern peopleanalytics platforms ship with self-service dashboards and augmented analytics engines that highlight anomalies and recommend next steps. Element 1: Framing the Plot with Context Every story starts with a setting, and in analytics that setting is context. Technology amplifies this potential.
Monitor Key HR Metrics Track important HR metrics , from turnover rates to performance benchmarks, through connected systems that provide real-time data. WorkforcePlanning: Whether youre planning for growth or managing a reorganization, integrated data gives you a level of clarity you cant achieve otherwise.
HR is aware of the impact of people policies, actively uses predictive models, and is capable of playing a fully strategic role within the company. HR analytics maturity tends to mirror the broader HR functions maturity , but can lag behind or advance ahead depending on the organizations focus and investment.
These aren’t new questions in the field of peopleanalytics. In addition, a shift to a hybrid or work-from-home model brings with it questions about whether this will meaningfully increase the talent pool or whether the people you need are already living clustered around you or your main competitors.
Rent” is a common dichotomy in technology buying, but what does it mean when applied to peopleanalytics? The race to adopt peopleanalytics is heating up: according to the Bersin by Deloitte HR Technology Disruptions for 2018 report , “peopleanalytics is now a must-have discipline within HR and business.”.
You probably have a hiring plan. But do you conduct strategic workforceplanning? Perhaps the desire to increase profits in the upcoming year demands headcount adjustments, and so plans are made to grow or reduce staff, contractors or consultants. That’s where strategic workforceplanning comes in.
At our Outsmart panel , Solving the Skills Challenge with Data, Ian Cook , Visier’s VP of PeopleAnalytics, spoke with three experts about the challenges of skills development in today’s workforce. This knowledge provides companies with the foundation of data they need for effective workforceplanning.
Often organizations provide tools that allow employees to explore opportunities and develop plans, set goals and take action to proactively navigate their career. Below, I outline different ways peopleanalytics can be used to support these processes. Succession planning with data.
Workforceplanning. The Benchmark Firm to Follow Is Google. Many Talent Acquisition leaders look for benchmark firms that can serve as a model that they can follow.
Based on our 2020 Performance Management Benchmark Report , we identified interesting insights on how the tech industry has compared to financial services, health care, and other sectors. Per the 2020 Performance Management Benchmark Report , there is room for improvement here. Per the survey data, tech respondents were: 2.1X
PeopleAnalytics can be a fortune-maker for businesses! Many leading and growing companies are adopting advanced methods of analyzing workforce data to enhance their employee engagement and efficiency. PeopleAnalytics has become an indispensable strategy that allows companies to make better management and business decisions.
Technology expert Al Adamsen will be joined by analytics and talent managers from JP Morgan Chase, McKesson, and American Express in this discussion on how modern analytics technologies will enable you to improve individual employee experiences while executing on your HR and business strategies.
Key takeaways from PeopleAnalytics World, London 2018 – Part 1. PeopleAnalytics World is a leading European annual conference on HR Analytics, WorkforcePlanning and Employee Insight, in which I was privileged to attend on April 2018. i.e., use the same numbers for the same reasons.
Technology expert Al Adamsen will be joined by analytics and talent managers from JP Morgan Chase, McKesson, and American Express in this discussion on how modern analytics technologies will enable you to improve individual employee experiences while executing on your HR and business strategies.
Technology expert Al Adamsen will be joined by analytics and talent managers from JP Morgan Chase, McKesson, and American Express in this discussion on how modern analytics technologies will enable you to improve individual employee experiences while executing on your HR and business strategies.
Getting started with HR analytics – also called PeopleAnalytics – is a big step for many HR professionals and organizations, and an important one, too. You can add the HR analytics certificate to your performance review, include it on your resume, and share it on Linkedin. You can access the course here.
To determine how to align and sustain these three objectives, HR uses some form of workforceplanning. Instead, HR and workforce planners should be looking to peopleanalytics to enable them to make better strategic decisions. Here are five key steps to use analytics to inform your workforceplans: 1.
Over 36 percent have prioritised investing in recruitment software, and over 35 percent have prioritised investing in peopleanalytics and reporting tools. Many HR platforms include compensation benchmarking, pulse surveys, performance tools, people operations, and workforceplanning as fully built-in features.
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 peopleanalytics… Indeed, analytics capabilities will be a fundamental requirement for the effective HR business partner.”.
This article lists the eleven best HR analytics courses in the world today. Getting started with HR analytics – also called PeopleAnalytics – is a big step for a lot of people and organizations. An HR analytics course that answers these questions can be invaluable. on peopleanalytics.
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